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 beginning of a new year is a great time to re-evaluate your current situation with background screening. It’s important to know where to start in order to get a clear picture. Read our blog post for some ideas on where to begin.
A new federal version of ‘ban the box’ has recently been passed that will prohibit federal agencies and contractors from inquiring about an applicant’s criminal past within an application.