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Reviewing Final Background Check Reports

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Learn how to review final background check reports quickly and thoroughly. Find out how to streamline screening reviews.

Reviewing final background check reports requires more than just scanning for negative information. Rather than immediately judging individuals based on findings, organizations should base employment decisions on an established review process that considers additional factors. Below are a few considerations for establishing review standards and maintaining momentum during the review process.

Key Takeaways

Final reports should be treated as only one factor in the hiring decision instead of an automatic hiring decision trigger.
Consistent workflows and repeatable processes can speed up reviews without sacrificing accuracy.
Contextual assessment helps inform when additional review or escalation is needed.

What information is typically included in final background history reports?

The contents of the final background report depend on the screening services ordered. Reports may combine information from criminal record searches, employment and education verifications, and other screening components. The table below breaks down common components and what information they provide:

Component	Information Provided
ID Searches	None – information found is used in additional background checks
Criminal History Searches	Charges, convictions, dispositions, and other case information
Professional Verifications	Education and employment history, license information, and professional references
Driving Searches	Driving history and license-related information
Credit Reports	Credit limits, late payments, bankruptcies, and liens
Abuse Registry Searches	A search of a database of individuals with a documented history of abuse against adults, children, or both
Social Media Searches	Insights into an individual’s public online presence

Employers should be attentive to discrepancies, records that appear to belong to another person, and case information that may not reflect the most recent disposition.

How should background reports be read?

Background reports should be read systematically rather than focusing immediately on whether it contains negative information. They should be interpreted as a complete record of information rather than as a single result that leads to an automatic hiring decision. Here are a few practical steps to thoroughly review the information presented within a background report:

Confirm the candidate's identity. Check identifying information such as name, date of birth, and other available identifiers for consistency.
Review each report component. Examine criminal records, professional verifications and credentials, or other searches that were ordered.
Understand the status of each finding. Distinguish between arrests, charges, convictions, dismissals, and other case dispositions.
Check for potential inaccuracies. Look for records that may belong to another person or information that appears incomplete, outdated, expunged, or otherwise incorrect.
Evaluate findings in context. If a record could affect an employment decision, consider its relationship to the position and applicable legal requirements before acting.

Can screening report reviews be sped up?

Screening report reviews can be sped up by standardizing the review process and identifying which information requires additional attention. These steps help to keep the process moving while maintaining accuracy and compliance.

Standardizing Reviews

A consistent workflow can help HR teams review reports more quickly. By methodically working through each component, incorporating a solution to flag potentially relevant findings, verifying dispositions, and applying pre-established criteria, reviews can become a streamlined routine.

Learn how a solution like Verified Clear View can help speed up your background check review process >>

Establishing Consistent Standards

Not every discrepancy requires the same level of analysis. For example, findings that aren’t directly relevant to a position may only require a quick accuracy check, while discrepancies with criminal records or other relevant verifications often justify additional review.

When does a background check finding require additional review?

Background check findings may warrant additional review when their accuracy, completeness, or potential impact on employment is unclear. Incomplete or conflicting information, like identity mismatches and unclear dispositions, should be prioritized, as denying employment based on inaccurate data risks inviting litigation. For criminal records, the Equal Employment Opportunity Commission (EEOC) recommends considering factors such as the nature and gravity of the offense, the time passed since the offense or completion of the sentence, and the nature of the job.

Candidate Disputes

If an applicant disputes information in their report, the Fair Credit Reporting Act (FCRA) requires a reinvestigation. The candidate needs to be provided with a pre-adverse action notice, a copy of the report, and a summary of rights to review the findings and provide corrections before a final employment decision is made.

Why are assessments important before taking adverse action?

Before adverse action is taken, assessments help organizations distinguish between contextual findings and legitimate job-related concerns. This important step helps minimize the risk of lawsuits from candidates and regulatory penalties arising from unconfirmed or incorrect information.