Working With PreciseCheck For Background Screening

What types of background screening services does PreciseCheck provide?
PreciseCheck provides a wide variety of background screening services.  The most common services PreciseCheck provides are as follows:

  • County, State, and National Criminal searches
  • Federal Criminal searches
  • Sex Offender searches
  • National Security searches
  • Motor Vehicle Record searches
  • Employment Verifications
  • Education Verifications
  • Professional License Verifications

Are contracts required for working with PreciseCheck?
There are no contracts required for working with PreciseCheck.  Our clients can order as few or as many background checks for as little or as long as they want.

Are there fees for set-up and support?
With PreciseCheck, there are no set-up or support fees.  We can set you up as a client within one business day, and we provide support via the phone and email for free.

How do I order PreciseCheck’s background screening services?
You can order our background screening services directly via our online system or by calling us over the phone and having us do it for you.  If you have any questions about the ordering process online, please call us and we will walk you through the ordering process so that you know the exact services you are ordering and how much you are paying for them.

Will PreciseCheck customize a background screening package for my firm?
PreciseCheck can definitely customize a package or multiple packages to meet your firm’s background screening needs.  In fact, most of our customers have multiple packages customized in order to address the applicants applying for different types of jobs at their firms.

May I order background screening services on an à la carte basis?
PreciseCheck does allow you to order our background screening services on an à la carte basis.  You can even order a package for a specific applicant, and in the same order, add some additional searches on an à la carte basis as well.

What is required of my firm to open an account with PreciseCheck and start ordering background checks?
To set up an account with PreciseCheck takes at most, one business day.  Our team will work closely with you to help you decide which services you need.  From there, we can help you decide if one of our existing packages meets your needs or if we will create a customized package for you.  Then you provide documentation to verify that you represent a business with a permissible purpose to order and review consumer reports.  We can provide you with the form needed for this purpose.  Once this is complete, your users will be sent User Ids and passwords, and they will be ready to start ordering.

How do I view my reports when they are completed?
PreciseCheck enables our customers to view completed reports via our online system and/or they can be viewed by email.  In addition, there are usually several searches that make up a report and these can be sent to our customers as they are completed, or you can wait to see all of them once the entire report is finished.

Does PreciseCheck integrate with my Applicant Tracking System (ATS)?
PreciseCheck integrates with many leading Applicant Tracking Systems. Please see a list of our partners. If you cannot find your ATS listed here, ask our team for more information as we regularly add integration partners.

Background Checks

Does a job applicant have to consent to a background check?
Yes, according to the FCRA and certain state laws, you must obtain written or electronic consent from the job applicant before using a Consumer Reporting Agency like PreciseCheck to conduct a background check.

What information is required to provide the most precise background check?
There are three items required to provide a precise background check, and they are as follows:

  1. First and last name spelled correctly (although we highly recommend providing the middle name as well when available)
  2. Date of Birth
  3. Social Security Number

How long do your background checks take?
PreciseCheck completes background checks in about two business days on average.  However, there are several factors to be aware of that can impact the timing of completing the background checks.  County criminal searches can longer depending on which courts are being searched and how quickly a given courthouse processes the requests.  In addition, Employment and Education verifications can also take several days to complete.  Some of these verifications can be done automatically via selected databases, while others depend on the responsiveness of the employer and school.

Where does PreciseCheck search to complete its background checks?
PreciseCheck leverages numerous different databases for its various searches including the National and State Criminal databases, Sex Offender and Department of Motor Vehicle databases, and over 3,100 different county criminal databases, just to name a few.

What are pass-through fees for background checks?
In the background screening industry, PreciseCheck works with several different entities who charge fees to access data.  Some of these entities include various county courthouses, the Work Number, and the Department of Motor Vehicles.  The dollar amount of these fees varies and PreciseCheck passes these fees through to the customer without adding any additional processing fees.

Is there a way I can check the status of a given background check report?
Yes, PreciseCheck’s system enables our customers to check the status of every report they have requested online.  They are able to see how many searches are in the report, how many are complete, and which ones are still in progress.

 

Compliance

What do employers have to be concerned about when running background checks?
Employers need to be concerned about legislation, government regulation, and litigation on the national, state, and local levels when running background checks.

  • From a legislation perspective, it is critical to be aware of laws passed regulating the use of credit reports, past salary history, Ban-the-Box and other measures.
  • From a regulatory perspective, the Equal Employment Opportunity Commission (EEOC) has altered the way American firms hire, especially regarding the use of criminal records.  In addition, the Federal Trade Commission (FTC) and the Consumer Financial Protection Board (CFPB) regulate the Fair Credit Reporting Act (FCRA) which is the federal law that regulates background checks.
  • From a litigation perspective, there has been an explosion of lawsuits based upon violations of the FCRA.  Therefore, there is no substitute for working with an attorney familiar with background screening to ensure risks inherent to the process are minimized.

As the employer, what do I need to do to ensure that I am in compliance with the FCRA?
There are 4 steps that an employer must take.

Step 1 – Employer Certification:
An employer must first certify to the Consumer Reporting Agency (CRA) in writing that the employer will follow all the steps set forth in the FCRA and do the following:

  • Use the information for employment purposes only, which is a permissible purpose under the FCRA
  • Not use the information in violation of any federal or state equal opportunity law
  • Obtain all the necessary disclosures and consents as required by the FCRA (see steps 2 and 3 below)
  • Give the appropriate notices in the event an adverse action is taken against an applicant based in whole or in part on the contents of the Consumer Report
  • Give the additional information required by law if an Investigative Consumer Report is needed

Step 2 – Written Release and Disclosure:
Before obtaining a consumer report from a CRA, the employer must obtain the applicant’s written consent and also provide that applicant with a clear and conspicuous written disclosure that a background report may be requested

Step 3 – Pre-Adverse Action Notice:
When an employer receives a Consumer Report and intends not to hire the applicant based on the report, the applicant then has certain rights. If the adverse action is intended as a result of a Consumer Report, then the applicant is entitled to certain documents per FCRA Section 604.  Before taking the adverse action, the employer must provide the following information to the applicant:

  • Pre-Adverse Notice
  • A copy of the consumer report
  • The document “A Summary of Your Rights Under the Fair Credit Reporting Act.”

Step 4 –Adverse Action Notice:
If, after sending out the documents required in Step 3, the employer intends to make a final decision not to hire, the employer must take one more step. The employer must send the applicant:

  • A Notice of Adverse Action informing the applicant that the employer has made a final decision
  • The document “A Summary of Your Rights Under the Fair Credit Reporting Act.”

 

Need more information?

At PreciseCheck, we will be happy to answer any questions you may have. Please do not hesitate to contact us via email at info@precisecheck.com or phone at 818.230.7885.

Clients