Employers must comply with the federal Fair Credit Reporting Act (FCRA) and the U.S. Equal Employment Opportunity Commission (EEOC) guidelines to avoid discrimination claims. State and local "ban-the-box" laws also apply in many jurisdictions.

Yes, the FCRA requires employers to obtain an applicant's written permission and provide them with a clear, stand-alone disclosure that a background check will be conducted.

Most basic checks are completed within 24-48 hours. However, turnaround time varies depending on the types of checks ordered (e.g., county criminal searches, education verification) and the responsiveness of external sources like courthouses and educational institutions.

A comprehensive check can include identity verification (SSN trace), criminal history (county, state, federal), employment and education verification, driving records (MVR), credit history, and drug screening results.

Yes, CoreScreening offers customizable screening packages based on specific job roles, industry regulations (e.g., healthcare, finance), or risk levels.

If an employer decides not to hire a candidate based on the background check results, the FCRA mandates a specific adverse action process, which involves providing the applicant with a copy of the report and a summary of their rights before a final decision is made. CoreScreening offers a complimentary built in process that helps to keep your organization in compliance. Contact us for more details.

The general standard for most industries is seven years for misdemeanor convictions and 10 years for felony convictions, though the timeframe can vary based on state laws and industry regulations.

Corescreening receives information directly through integrations with county, state and federal courthouses.  In instances where the national criminal database is used, possible records are confirmed at the source prior to the completion of results.