Leading to the hiring of ideal employees
In a perfect world, a thorough background screening program ensures compliance and will confirm an applicant’s suitability for a job.
Adverse Action Letters
An adverse action letter notifies a job applicant or current employee of an employer’s intent to not hire or retain that person based on background check results, and provides the consumer an opportunity to dispute the negative findings.
The IntelliCorp adverse action process is a two-step procedure:
The IntelliCorp process can help fulfill Fair Credit Reporting Act (FCRA) requirements by providing letter templates featuring necessary FCRA wording as well as the option to email or mail letters along with the relevant background check reports.
Self-scoring lets you establish consistent and uniform hiring practices according to your corporate guidelines — giving you ultimate confidence in your hiring decisions. We offer self-service scoring as a value-added service so you can facilitate a fast and consistent review of your applicant screening results. Through a simple dashboard, our service lets you easily score your applicant. By identifying and applying screening standards, you help ensure Fair Credit Reporting Act (FCRA) compliance, and have a consistent structure that aligns with your hiring processes and guidelines.
The DHS recently announced an extension of certain I-9 requirements due to the COVID-19 pandemic. Here's what employers should consider till 2022.
HR audits are a vital means of avoiding legal liabilities and improving hiring efficiencies. Discover the four primary types of audits and how often they should be conducted.