Background Checks You Can Feel Good About

Why Care About Compliant Background Checks?

Employee Rights

Misuse of personal, sensitive information for hiring decisions can lead to illegal and discriminatory hiring practices. The Fair Credit Reporting Act (FCRA) is just one of many laws used to protect employees against injustices in hiring.

Workplace Safety

Companies have a “duty of care” to protect their workforce from employees who pose a security risk. That means employers must identify and avoid hiring high-risk applicants, but within a transparent and fair hiring policy.

Adverse Action

FCRA-compliant consumer reporting agencies provide the processes for notifying a candidate when a background check uncovers adverse information. Our process includes a built-in opportunity for candidates to dispute the information.

GoodHire’s Compliance Advantage

In addition to FCRA, state, and local laws, GoodHire’s compliance team can help you comply with increasing Ban-the-Box laws and the Equal Employment Opportunity Commission’s (EEOC) guidance.

Increasing EEOC Oversight

The EEOC has recently pursued discrimination claims against employers whose screening policies disproportionately affect a protected group. Consequently, any hiring policy that disproportionately screens out minorities, including policies that ban employment of people with criminal records that are not job-related or consistent with business necessity, may automatically be considered in violation.

Ban-the-Box Campaigns

Ban-the-Box legal landscape is still developing, quickly expanding its effect nationwide. We recommend companies remove the “prior conviction” question from applications proactively, to save time later and deflate EEOC attention now. If you must keep the question on your application, GoodHire is unique in providing employers additional, individualized context for criminal records.

Individualized Assessment With Comments For Context

See how Comments For Context simplify hiring

Ban-the-Box Legislation

The grassroots ban-the-box campaign aims to improve the odds of finding employment for people with criminal records by removing the question that asks about criminal convictions from employment applications. But ban-the-box laws typically don’t forbid employers

from inquiring about an applicant’s criminal history or from running background checks. They can affect the timing of background checks and inquiries about criminal records, though. And they can make complying with the FCRA-mandated adverse action process trickier.