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However, employers must be sure to comply with federal laws and guidance, as well as applicable fair hiring laws if they decide against hiring a candidate based on the results of their background check. If the candidate has a criminal history, there are several factors that may impact an employer’s hiring decision, including industry-specific regulations and the type of role. Pending criminal cases may also show up on a criminal record check. Let’s take a closer look at what can cause red flags on a background check: Criminal RecordĪ criminal background check may reveal felony or misdemeanor convictions, violations or infractions, arrests that didn’t lead to prosecution, acquitted charges, or charges that were dismissed. Different types of background checks return different types of information that may or may not be relevant to the job offer, so careful consideration of the results will aid in an informed hiring decision. Top Reasons A Candidate Could “Fail” A Background Checkįrom a criminal history or driving record violations to falsified employment or education discrepancies, there are many reasons why a candidate may “fail” a background check. But when deciding whether to hire a candidate based on what was found on their pre-employment background check, it’s important to follow certain steps as an employer.
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There could be many reasons why a background check “failed.” In fact, there are lots of things to consider before deciding not to hire a candidate, including the responsibilities of the position, your company policy, applicable industry regulations, and federal, state, and local laws. That’s why understanding why the candidate “failed” the background check helps you make an informed, and best, decision for your company.Ī “failed” background check means the results of the background screening report returned alerts on a job candidate, such as a criminal conviction, a suspended driver’s license, or a positive drug test.Īlthough you may receive an alert on the screening results, a “failed” background check after a job offer doesn’t necessarily mean that you should not move forward with the candidate. GoodHire tools like Comments for Context and localized adverse action can help employers implement and scale fairer background screening adjudication processes.īackground checks can help protect you against everything from unexpected performance problems to risky on-the-job behavior. GoodHire is committed to fair chance hiring and empowering employers to fairly assess their candidates’ history. However, we know that many people do use these terms and have questions about how to proceed when a background check requires extra consideration. Note: As an organization, GoodHire does not use pass or fail language with regard to background checks. When you implement the right strategies, under many circumstances, you may be able to confidently proceed with the offer. For many positions, a “failed” background check doesn’t have to automatically disqualify the candidate. Then their background check returns unfavorable results. You think you’ve found the perfect candidate for the job and you’ve extended a job offer.
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But what happens if the background check reveals unexpected information about your candidate? Can you still present a job offer? Let’s take a closer look at the common issues that might come up on a background check and five steps that can help you make an informed decision. Pre-employment background checks can be an important part of the hiring process.