Think You Know About Pre-Employment Screening? Test Your Knowledge Today

All Pre-Employment and Resident screening background checks are required to comply with what Federal law?

The Fair Credit Reporting Act

The Background Screening Law of 1976

The Dodd-Frank Act

The Equal Opportunity Law

To ensure maximum possible accuracy, your background screening partner should do which of the following when working with database criminal records?

Review the records for accuracy and report them as found

Conduct county level follow-up research to confirm database records

Contact the applicant to confirm the records

Report misdemeanor records as found but conducting additional follow up research on felony or violent crimes

When conducting Pre-Employment Screenings, the job applicant should be notified that a background check will be run and grant their authorization to do so by:

Verbal confirmation, so long as it takes place in person.

A disclosure and authorization form within the job application.

A disclosure and authorization signed in the presence of a notary.

A disclosure and authorization form that constitutes a separate document from the job application.

In order to conduct a search of every criminal record in the United States you should order:

Nationwide Federal Court Search

Nationwide Criminal Database

FBI Fingerprint Check

None of the above, there is no true national source of criminal records

The process of informing an applicant of a negative decision based on the results of background check is called:

Termination Clause

Adverse Action

Unfavorable Outcome

Detrimental Decision

The movement to “Ban the Box” is directly related to:

A nationwide thought leadership initiative to encourage outside the box thinking among business professionals

The removal of questions relating to prior criminal history in job applications

Eliminate the ban on electronic authorization forms for Pre-Employment screening

California requirements that background screening be conducted only on candidates who will make $35k or more in annual salary.

Applicants have the right to:

Challenge the results of their background check

Receive a copy of their report, at no cost

Decline electronic communication with regard to their background check

All of the above

According to the EEOC guidance on the use of criminal background checks in making a hiring decision, a decision maker should do what when reviewing the results of a criminal history?

Determine if the record in question is a felony or a misdemeanor

Consider each criminal history individually and consider factors such as the age of the offense, type of offense in relation to job duties, education or programs completed since the offense took place.

Carefully review company hiring policy.

Crowd source opinions from other members of the HR team.

Crimes such as bank robbery, white collar financial crimes, organized crime, and illegal export or import of goods are most often found only by running a search of:

County Criminal Courts

Statewide Criminal Repositories

State Police Checks

Federal District Courts

According to Federal law, background screening companies are forbidden from including what in their reports?

Bankruptcy records older than five years

Arrest records

Criminal records that did not result in a conviction that antedate the report by more than seven years

Unfavorable employment verifications

Think You Know About Pre-Employment Screening? Test Your Knowledge Today

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