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.
Form I9 & E-Verify
IntelliCorp’s employment eligibility verification system helps you to manage the process of Form I9 completion and integration into E-Verify quickly and efficiently. We provide the tools to help you electronically create, manage, and store I9 forms for new employees followed by a seamless, one-click E-Verify submission process.
A recent survey conducted by Robert Half highlighted the costs associated with making a poor hiring decision. Background screening can be a valuable tool for employers.
Learn the 5 employment screening tips from IntelliCorp and read our brief, yet informational whitepaper on these 5 tips.