If A Potential Employee Is Sent For Drug Screening Does It Mean They Passed Background Check?

You've filled out hundreds of applications, interviewed with dozens of employers, and finally, received an offering! Commemoration time! Only await – your offer is dependent on a background check and drug test? Panic sets in as you have never had to do a groundwork screening or a drug test before, and you lot have no idea what to expect.

What is your new employer looking for exactly? How far back will they check? And why do you need a drug test?

Worry no more! Groundwork checks (also called groundwork screening, employer screening, or employment verification) are very common and, mostly speaking, a piece of cake! Around 95% of employees in the U.S. are screened in some way before they are officially hired for a job. Today, we'll accept you through the ins –and outs of background screening, to put you at ease and go you to work.

Candidates in the US are screened in some manner before they are officially hired for a job. We are going to take you through the ins-and-outs of background screening, to put you lot at ease, and get you into your dream job.

Background Screening – How It Works

At some point, most likely post-offering, your new employer volition let yous know that they need to do a background screening. They will provide you with a disclosure form and ask y'all to sign an authority for the screening. Once signed, this permits your potential employer to request a study from a third-party Consumer Reporting Agency (CRA), like HireRight, to examine specific areas of your life.

It's important to note that your future employer decides what kinds of background screenings will exist conducted, not the CRA. In the U.Southward., the Fair Credit Reporting Act (FCRA) has strict guidelines about how an employer, through a CRA, can request a groundwork screening. The FCRA and state laws provide consumers' rights equally they pertain to information contained in their background reports in general.

How do CRA's conduct these background checks? CRA's, similar HireRight, utilise various means to verify your data, including digital verifications, searching public records, and calling employers and educational facilities. In some jurisdictions, a visit to a courthouse to obtain documentation may exist required. Our researchers often consider themselves highly analytical, looking to complete verifications equally efficiently and finer as possible!

Learn About the Life of a Verification Researcher

We know that candidates are broken-hearted to get results from their checks. The CRA works as speedily to inquiry all of the requested information, gather it in a written report and return information technology to your potential employer. Today, many CRA's like HireRight utilise online portals for quick and convenient communications. The entire procedure generally takes a few days but tin accept up to a couple of weeks. Why? Some searches and verifications are contingent on returned phone calls and public record systems – and that access tin be impacted by holidays, authorities shut-downs, or even pandemics.

Why Are Background Checks Needed?

Each year, HireRight surveys thousands of Human Resources professionals and shares those results in our almanac Global Benchmark Report. Nosotros learn why they perform screenings and the near mutual types of searches and verifications requested. Such screening may seem intense and unnecessary to candidates but think of it from an employer's point of view. They need to know that the person they are hiring is truthful nigh the information provided to secure the job. A quick web search can reveal some significant cases of employment fraud, demonstrating the need for background checks.

The virtually common types of background checks search for criminal activity, verify employment and pedagogy, including identity verification, and request driving records. Some employers also review credit, and social media, and conducted drug tests. What kind of screening volition you get? It depends on the employer and the job position – if y'all work in finance, your credit may be checked. If y'all are a driver, your driving records will probably be screened.

Let'south demystify the most common background checks

Employment Verification
With your consent, your futurity employer can asking that we contact your past employers to verify that you were employed in that location. The CRA will contact your onetime employers to verify dates and positions held. References may also be contacted.
ProTip: Have your pay stubs or W-two's set up to speed along the verification process. Sometimes the CRA cannot reach your sometime employer, or they are no longer in business, and this will help.

Educational activity/Licenses
Like to employment, the CRA will contact educational institutions to verify your class of written report, degrees, and/or any professional licenses. Many educational institutions don't answer direct to requests for information and instead subscribe to an education records reporting provider. These providers verify student records, transcripts, and degrees and protect against fraudulent data supplied by "diploma mills."
ProTip: As with verifying employment, you might be asked to provide a copy of your transcript, certificate, or degree.

Criminal Records
The CRA may search canton, state, and federal courts for criminal records. How far back in history they get is adamant by the employer's requirements and the FCRA or country or local laws. The FCRA and some states restrict the reporting of convictions that occurred more vii years ago unless certain exceptions are met.

Identity
An identity search verifies that yous have a validly issued ID and that your proper name is assigned to that ID number. The search is performed through various sources, depending on the country where your ID was issued.
ProTip: Yous may be asked to provide your driver's license or passport, so have them ready.

Motor Vehicle Record
If your role involves driving, your future employer will likely check your motor vehicle record (MVR). An MVR is often necessary for them to provide you with a work vehicle.
ProTip: It's all-time to have a discussion with your prospective employer and disclose annihilation on your MVR that might raise a red flag, such as speeding tickets or driving-related crimes.

Drug Testing
If your employer requires a drug test, you volition be asked to go to a collection site and provide a sample which is typically urine, saliva, or pilus. The types of tests performed, such as what drugs are in scope for the examination, are determined past your futurity employer. For example, while many states accept legalized marijuana (medically or for recreational adult use) not all states require that employers accommodate its utilise. Check with your future employer if you take questions on the drug test and their workplace drug policy.

The Truth, the Whole Truth, and Null Merely the Truth

HireRight constitute that 54% of employers establish discrepancies in employee groundwork checks. The well-nigh usually found discrepancies are previous employment, criminal history, and education credentials. Non all of the discrepancies are intentional, only the employer volition brand hiring decisions based on the information they are provided. These inconsistencies will likely be discovered during a background screening.

At this betoken, you may exist having some feet over an upcoming groundwork screening. What if you accidentally provide wrong data? What if yous embellished or made a small-scale fib on your resume or application? Have a deep breath, and allow's become over the next steps.

Resumes and work histories are long, and we practise not always recollect things similar exact employment dates. Many employers will understand a faulty retentivity and will non agree information technology confronting you. Providing pay stubs via the application portal tin can verify right dates of employment. If your inconsistencies are more profound, such as big date discrepancies, you may want to be upfront with your recruiter and explain any big gaps in employment.

However, if there are items on your resume that are complete fabrications, it's hereafter make clean with your future employer. After all, they are going to discover out nearly it. This may or may not impact your task offer – but you volition never know unless you tell the truth. If y'all are reading this and are currently seeking a new job, now would be a good time to cheque out your resume and make certain that information technology isn't a work of fiction.

What Next?

If an employer finds misrepresentations or negative elements in your groundwork check, it's up to them to determine what to practice with that information. – the CRA does not decide whether you are hired, nor does it make recommendations. You can always asking a copy of your background report to amend understand the reported information.

Suppose the negative aspects of your study do indeed impact your offering. In that case, your prospective employer has a legal obligation to inform you of the potentially agin activity and requite yous a reasonable opportunity to dispute the accuracy or completeness of the findings directly with the CRA. If you initiate a dispute with the CRA generally, within thirty – 45 days, the CRA volition complete their investigation of the disputed information and will notify you of the results. Should you yet be unsatisfied, you take the option to include a brief statement to rebut the findings. If an employer makes an adverse employment decision, such as revoking your job offer, based in whole or in part on the findings of the groundwork report, they must send yous an agin activity notice advising you of their conclusion.

For a complete breakdown of each party's obligations and your rights in the groundwork screening process, read the Fair Credit Reporting Act (FCRA).

We hope that y'all are a little less broken-hearted almost any upcoming groundwork checks! Adjacent calendar week we will take a deeper swoop and respond some of the most frequently asked questions about background screening.

HireRight

HireRight is a leading provider of on-demand employment groundwork checks, drug and wellness screening, and electronic Form I-9 and E-Verify solutions that assist employers automate, manage and control background screening and related programs.

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