So you’ve got the background check results. Now what?

So you’ve requested a background check on your potential hire, and you’ve just been handed the results. What do you do with the employment screening results? Who’s allowed to see them? How should you handle the information you’ve discovered, and what, if anything, should you disclose to the candidate about what their background check has turned up?

First and foremost, there should be a strict level of confidence when it comes to sharing these records. Whether they turn up anything negative or not, they are to remain confidential between the hiring manager, the candidate, and the company’s human resources department.

If anything is uncovered that may give the employer a reason not to hire someone, the employer is required to tell the applicant that their criminal report was reviewed, and they must furnish a copy of the report that cites the infraction in question.

The employer must also provide the job candidate with a copy of the FTC’s Summary of Rights Under the Fair Credit Reporting Act. This document informs them of the following rights:

• That he or she must be told if the criminal record has been used to decide not to offer employment.
• That he or she has the right to know what’s in the file.
• That he or she can dispute incomplete or inaccurate information.

The employer also must give the candidate any other information the government has available on their rights concerning background checks.

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