Process guide

The employment background check process, step by step.

A clean process reduces delays and legal risk. This guide walks through the practical sequence employers should understand before ordering an employment background check.

Create Account Download checklist

Step 1: Define the role and scope

Start by deciding which searches are job-related for the position. A driver, finance manager, healthcare worker, warehouse employee, and executive may need different screening scopes.

Confirm job duties, work location, and candidate location.
Map each search to a business or compliance reason.
Avoid ordering searches that are not relevant to the role.

Step 2: Capture disclosure and authorization

Employment background checks generally require a clear disclosure and written candidate authorization before the report is ordered.

Use standalone disclosure where required.
Collect written authorization before ordering.
Include state-specific notices when applicable.

Step 3: Order, monitor, and review

Once ordered, the provider researches the selected sources, flags delays, and delivers a report for employer review. The employer should review the report in context and avoid automatic decisions.

Monitor pending courts, schools, employers, labs, or DMV responses.
Review findings, identifiers, jurisdictions, and source notes.
Ask support before acting on unclear or disputed information.

Step 4: Use adverse action when needed

If report information may negatively affect the employment decision, the FCRA adverse action process usually requires pre-adverse notice, a waiting period, and final adverse action notice if the decision stands.

Send the report copy and Summary of Rights where required.
Allow reasonable time for review and disputes.
Document the final decision and notices.

Process checklist
Stage	Employer question	Helpful resource
Scope	Which checks fit this role?	Pricing and role matrix pages
Consent	Do we have written authorization?	FCRA overview
Order	Is candidate information complete?	Client guides
Review	Do findings require follow-up?	Sample report
Decision	Does adverse action apply?	Adverse action guide

FAQ

Common questions

Can an employer order before authorization?

For employment reports, employers should obtain required disclosure and written authorization before ordering.

How long does the process take?

Most Silver and Gold reports return within 1 to 3 business days, but turnaround depends on scope, jurisdiction, and source response time.

What if a candidate disputes the report?

The candidate can dispute inaccurate or incomplete information. Required reinvestigations are handled at no charge where required by law.

Want help choosing the right checks?

Use the buyer guides, compare package pricing, or ask our team to help scope a role-specific screening matrix.

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