How do I interpret a background report?

This article will help you:

• Interpret the different sections of a background check report
• Review clear and consider records
• Engage with candidates after reviewing the report, or begin an Adverse Action process
• Re-run or order new reports

This article is for the following user roles: admin, requester, adjudicator, user

Background Check Report layout

Background reports comprise different screenings, from Motor Vehicle Reports to criminal records checks to sex offender registries. Checkr's background reports follow a simple, linear, color-coded format to make reviewing and assessing reports more efficient.

The report is divided into the following sections:

• Candidate information: Basic information about the candidate.
• Report information: Information about the report that was run, such as the dare created and how long it took to complete. You can download the report or consent forms as a PDF.
• Actions: This is where you manage the candidate workflow, make decisions about how to proceed, and see a log of actions performed (we'll come back to this below).
• Exceptions, Aliases, and Addresses: Additional details about the report, including exceptions that prevent the applicant from being verified.
• Screenings and Statuses: The report will display all screenings that have been processed for a given report and will apply color-coded formatting based on the results of that specific screening. This lets you quickly see which screening(s) are triggering a consider status.

This is an example of the report format:

Review “clear” and “consider” records

Checkr makes it easy to interpret reports using a clear or consider status in each completed report. Those reports marked as clear do not contain any potentially adverse information about the person.

Completed reports marked consider have potentially adverse information that needs to be reviewed closely. Checkr specifically calls out the component(s) that are in consider status so that you can make individualized assessments on each consider report.

To avoid unduly declining candidates, consider the job-relevance of each consider report. This type of individualized assessment will also help you comply with guidance from the Equal Employment Opportunity Commission, as well as state and federal guidelines.

Click a consider record to see more information that will help you make an informed decision about how to proceed. For instance, you will see the charge type, offense date, disposition, and sentencing information.

Take action on “consider” reports

For reports in consider status, you’ll need to make a decision about whether you want to move forward with the candidate, or whether you intend not to move forward. Based on the information in the report, go to the Actions section and do one of two things:

• Engage: This means that you have reviewed the information that was marked consider and proceeded to move forward with the candidate.
• Pre Adverse Action: This means that you have reviewed the information that was marked consider and decided that you intend not to move forward with the candidate based on that information. If you choose this option, you will begin an Adverse Action process.

Order new reports or schedule re-runs

To order a new report for an existing candidate, click Order new report.

For some candidates, you may wish to re-run reports on a regular basis. If this is the case, set up subscriptions for your candidate. Check with your counsel to verify whether your state allows re-running of reports without additional disclosures or authorization.