- 14 Feb 2022
- Updated on 14 Feb 2022
Disclaimer: The resources provided here are for educational purposes only and do not constitute legal advice. If you have questions regarding your background check policy or a particular record, we advise you to consult legal counsel.
Frequently Asked Questions
Do you offer adverse action? If so, what is the process?
Can I just tell you that I received the candidate's consent without submitting a form?
How long are you allowed to report bankruptcies?
Do I have to let the candidate know I am running the background check?
How do I know that you are being compliant and I am not going to get in trouble for a background check that I run on a candidate?
What forms do you provide to the candidate when they are filling out their information and giving consent?
What are Comments for Context?
Do you follow Ban-the-Box laws?
Can I pay to look further back into a candidate's criminal history? What if the position is a high-paying, executive role?
What are the states in which a candidate cannot pay for a background check and corresponding laws?
If I need to run a background check on one of my current employees, do I need a new consent form each time?
What happens if laws change, will GoodHire keep me compliant?
What is the consent form and how do I fill it out?
Why is consent required before running a background check?
How do I obtain my employee's consent using GoodHire?
Can I download an FCRA-compliant consent form?
Do I need to print out any forms and give them to the candidate?
What records does GoodHire report?
Do employees have to sign a new consent form every month if I use your Ongoing Alerts service?
How long does a dispute take?
Background check laws are complex and may depend on your jurisdiction. For specific compliance questions regarding your hiring process, we recommend consulting with your legal counsel.