Obtaining Consent for Background Screening

Obtaining Consent for Background Screening

Regardless of who you are or why you are requesting the background screening, you must first obtain the written consent of the subject of the screening.

Background screening is vital for business owners and property managers alike. Insurers and creditors also sometimes use background screening to make sure they are making a wise decision. For example, when an employer wants to know more about an applicant, they will look at the person’s driving record, employment history, criminal record, and credit report. Regardless of who you are or why you are requesting the background screening, you must first obtain the written consent of the subject of the screening.

The Consent Form

You need to prepare a document that is totally separate from the job or residency application. In accordance with FCRA regulations, applicants need to be notified of their rights and they need to know how the results of the background screening will be used to influence your decision. The applicant should be provided with a copy of the summary of their rights under the FCRA.

The actual consent form itself needs to have spaces where the applicant can fill in their personal information, such as full name, address, date of birth, social security number, and any other information that the screening requires. The applicant must fill out, sign and date the form before you can start the background screening process.

Adverse Actions

If the information in the screening report does not meet your requirements, you are required to notify the applicant and give them a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act” before you take any adverse action. The applicant has the right to a free copy of the screening report as long as it is requested within 60 days. They can also dispute any information that they believe to be false.

When you choose to take adverse action, such as terminating or denying employment, or denying credit or a rental application, you must provide written notice to the applicant. The notice must contain the full contact information of the agency that supplied the screening report, along with a statement saying that the agency didn’t make the decision and won’t be able to give the applicant any further information.


AIR Pre-Employment Screening Services is ready to provide you with quality tenant screening for all of your properties, including driving record screening, criminal records searching, drug testing, identity verification, and even screening personal and professional references. We have over 20 years of experience in our field, and we pride ourselves on providing excellent customer service, incomparable accuracy, and quick reporting. For more information on our services, contact P.J. Davis at pjdavis@air-prehire.com, call 410-654-5665, or visit our website at http://www.air-prehire.com/. For more hiring tips and articles like this, follow us on FacebookTwitterPinterest, and Google+.

Tags: , ,