It’s not like TVįirst, it’s important to understand that there isn’t one source of information about you. Now let’s take a look at these things piece by piece. The FCRA and state laws also provide consumers’ rights as they pertain to information contained in their criminal, and credit background reports in general. In the U.S., the Fair Credit Reporting Act (FCRA) has strict guidelines about how an employer through a CRA, or a background check company, can request a background check. The employer decides what types of background checks will be done, which are generally consistent by position, and the employer’s assessment of your background screening will be entirely different than those reviewed for another candidate. As you moved through the interview process, at some point (generally after an offer) you were provided with a disclosure that a background check is going to be requested by your prospective employer, and you signed an authorization, permitting your future employer to look into specific areas of your life via a third-party consumer reporting agency (CRA).
The background screening process has many pieces. You’re asking complete strangers online, “What happens now?” “What if they find XYZ?” “What exactly are they looking for?” And even, “I totally lied on my application! Am I doomed?!”ĭeep breaths, friend. The worry may grow to fear and then you’re in full-blown freak out mode, searching the Internet for answers for every possible scenario. Nice! And as almost an aside, the recruiter says, “The offer is contingent on a background check, but I don’t anticipate any problems.”
You gave them your A-game and they gave you an offer. You nailed the interview-or many interviews.
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