ADP® BackCheck Outsourced Background Screening ADP UK

If a candidate fails an ADP background check, the employer may choose not to hire them. However, the candidate has the right to dispute the results of the check and correct any inaccuracies before it’s too late. Unique verification technology and a proprietary directory boost email contact for higher completion rates and lower timeframes for references, employment and education checks. With intuitive recruitment management software and best-practice guidance from ADP, you can identify, attract, and hire top talent. That’s why ADP blends the right technology with the right people and focuses on the right process improvements to help you reach your business goals. The length of time for a background check typically ranges from as little as two days to as much as a week or longer.

FAQs Regarding ADP Background Checks

With our specialized screening tools, sources, processes and proprietary methods, you’ll get accurate and thorough information. To help ensure your report is actionable, we apply data privacy and security procedures and continuously vet and test our data sources. But with the right background check service, you can make more informed decisions about potential candidates. Here’s a brief overview of screening and background checks, their purpose and their legal implications. With our global footprint, we offer multilingual support for criminal record checks, reference checks and ID validation.

Verify work references, licenses and education.

• Typically, employers requesting an employment background screening on an applicant will request a seven-year history, although some states allow reporting information of up to 10 years.
• If anything in your report causes an employer not to hire you, they must give you a copy of the report and a copy of your rights.
• Generally, credit checks should apply to roles that require interacting with an organization’s funds or financial records, or with customer’s funds or records.
• Certain industries and roles require organizations to conduct specific types of background checks.
• Conducting background checks prior to hiring employees will help to protect your organization from the potential of civil litigation.

The EEOC instructs employers to develop a targeted screen that will consider the nature and gravity of the offense, the time elapsed since the violation, and nature of the job position. According to the EEOC, once a potential concern has been revealed, a business should validate the criminal conduct, if possible. For an employer to perform a background screening, they require authorization from the candidate, especially when wanting to verify medical or criminal records. Public information like social media profiles can be checked without any alert to the candidate as it is public information. A background screening is the process of using third-parties (usually professional background screening providers) to properly vet candidates for career opportunities.

To avoid using outdated background checks, many companies choose to perform ongoing background screening on current employees. Typically, employers requesting an employment background screening on an applicant will request a seven-year history, although some states allow reporting information of up to 10 years. If in the state of California, a potential applicant would be offered a salary of at least $125,000.00, the CRA can go back as far as 10 years. Negligent hiring and retention lawsuits have cost many companies millions of dollars in damages.

Can I request a copy of my ADP background check report?

During the hiring process, candidates provide potential employers with extensive information about their background, qualifications, experience and suitability for the role. While most applicants provide accurate information, some may be less than forthcoming with the truth. To hire confidently and minimize legal risk, organizations should validate every applicant’s information. Accordingly, background checks, drug tests and medical screening services can ensure that each candidate’s application discloses correct, critical information. The Society for Human Resource Management reports that 28 percent of employers do not ask candidates to divulge their criminal background at all during the hiring process. Whether you decide to move forward with a candidate after reviewing all of his or her information, you’ll at least have the facts.

How long does an education verification take?

Conducting background checks prior to hiring employees will help to protect your organization from the potential of civil litigation. For instance, if they see you have many late payments or are otherwise irresponsible with money, they may see that as a liability. Additionally, criminal records can indicate a candidate may be prone to violence.

Hiring employees is a significant investment and it is vital to ensure employers are safeguarded from any risks. Background screening providers search public records using information provided by a candidate, such as name or date of birth, to locate documentation that matches the personal identifiers. In accordance with FCRA, verifiers seeking verifications of employment and/or income information for employment purposes are required to provide this certification as well. From loans to mortgages and credit card applications, employees often need to have their employment status and adp background check income verified. ADP can help to expedite the process without compromising your employees’ privacy. ADP takes data privacy seriously and ensures that candidate information is handled with utmost care.

• The cost of an ADP background check varies depending on the type of check required.
• In accordance with FCRA, verifiers seeking verifications of employment and/or income information for employment purposes are required to provide this certification as well.
• Use the above tips to help ensure a thorough background check for all new hires, an important step in protecting your business and employees.
• Employment history verification checks verify a candidate’s past work experience.
• This type of check ensures that a candidate’s claims regarding their previous employment are accurate.
• The process requires checking multiple databases to ensure no details have been missed.

Organizations can conduct criminal background checks on applicants to avoid negligent hiring claims. Additionally, some businesses perform criminal background checks for existing employees. Jaye advises against using any background check report that is older than 30 days for hiring decisions.

ADP SmartCompliance is a suite of technology solutions backed by ADP’s experts to help you simplify compliance complexity, close technology gaps and minimize business disruptions. ADP SmartCompliance for employment verification is integration-agnostic, tightly integrating with your payroll system using APIs and peer-to-peer connections giving 80%–90% “instant hit” verifications. This translates to increased efficiency, while reducing human error and with no employer involvement. Yes, you can request a copy of your background report by contacting ADP’s support team. We use multiple layers of security and disaster recovery to prevent service interruptions and support globally compliant processes. Provide your applicant with “A Summary of Your Rights Under the Fair Credit Reporting Act,” and if in California, the California statement of consumer rights.

Since the pre-integrated solution was co-developed by HireRight and ADP, future upgrades will be supported. Yes, but a background check company must take reasonable steps to ensure its report is as accurate as possible. Depending on your state’s laws and industry, background screens can include many types of verification, including employment and educational history, and criminal, credit and driving records. Note that if you use a vendor for screening, you’ll need to comply with the Fair Credit Reporting Act, which requires certain permissions from and notifications to the applicant.

The services are provided by an independent third party and not provided by ADP and ADP is not responsible for such third party’s products or services. Learn more about how we can help you with talent acquisition, talent management, or see a full list of ADP solutions.