Compliance FAQs
  • Updated on 15 Jul 2019
  • 12 minutes to read
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Compliance FAQs

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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 report?

How do I know that you are being compliant and I am not going to get in trouble for a report 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.

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