Hiring new employees is a big decision and you want to ensure you hire someone with the right qualifications. A thorough employee screening process can help you learn more about your applicants, but it’s up to you to consider all of the information before making a hiring decision.
Knowing how to read a background check report and how to spot possible red flags will help you make informed hiring decisions. Let’s explore what to watch out for on the search reports.
Tips for Reviewing NCS Search Reports
When you open the search report and you see green you know the background check came back clear, but what do you do when you see a report highlighted in red with the word “review”? First of all, don’t panic or jump to conclusions. Follow these steps to help you make an informed decision:
- Review the record to see if the charge is a misdemeanor or felony. Misdemeanors, often abbreviated as MISD, are less serious than felonies and carry lighter penalties. Some common misdemeanors include driving under the influence, trespassing, shoplifting or vandalism. Felonies could include murder or homicide, kidnapping, burglary or carjacking.
- Review each charge on the report and decide if it impacts the job or your company if you hire that applicant. If there are abbreviations that you don’t understand, refer to the glossary on the National Crime Search website.
- If you ordered an Employment or Education Verification, check to see if the information returned matches the information the applicant provided to you.
- If you run into questions, the NCS customer support team is ready to assist you by phone, email or live chat. We answer our phones! Call us at 888-527-3282 or email support@nationalcrimesearch.com or click on live chat when logged into your account.
Do I Need to Send Adverse Action Letters?
NCS also provides Pre-Adverse and Adverse Action letter templates at no extra charge. These are available at the top of each search report. If a pre-employment background check uncovers information that would disqualify the applicant the job, you must provide the applicant with written notice known as a Pre-Adverse Action Letter. It informs the applicant that you don’t intend to hire them based on information returned from the background check. Under the Fair Credit Reporting Act, the applicant has the right to ensure their background check information is correct and gives them the opportunity to dispute inaccurate information.
The FCRA requires that you wait “a reasonable amount of time” before sending the final adverse action letter to your applicant to ensure the applicant has enough time to dispute the information. Five days is the recommended wait time.
Comprehensive Background Screening with National Crime Search
For many of our clients, our featured packages offer an excellent foundation for completing robust background screening processes – with built-in SSN number traces, national sex offender registry searches, multi-state criminal database searches, and much more. Even so, each organization should analyze its own specific needs based on industry, jurisdiction, and company policies to determine when and how additional verifications and services can enhance the hiring process further, helping to bypass employee retention or liability issues and improve the quality of its workforce.
Are you ready to hire confidently with a comprehensive understanding of each candidate? Comprehensive background screening through National Crime Search grants you peace of mind about hiring decisions while ensuring the safety, health, and efficacy of your workforce. Contact us today to learn more about our featured packages and add-on/individual services so you can seamlessly integrate background screenings with your overall HR and hiring goals.
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