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Thank you for your Blog Question. Typically Recruiters do not do any formal background check before we call a candidate. What we will do at the beginning of our first interview with them is ask them the following questions and tell them they must respond accurately, because IF OFFERED a job, our clients hire a third party agency specializing in background checks and they WILL double check:
Once we gather the information, we inform them that if they are extended a job offer from our hiring client and if their background check is conflicting with their answers to the above, the offer will be withdrawn. We also tell them that NOW is the time to confess to any issues on the above answers, because it is better to deal with it now vs. having it be considered an integrity situation after the offer. In my experience, including when I was a hiring manager, 100% of all job offers were withdrawn due to a conflict between what was stated during the interview process, as well as what was written on the employment application compared to the formal background check. 100% of the time!
I will do some research, but we use to provide third party background checks as part of our retained work in the past. I will call that company Laura and ask them what companies are allowed to check without getting your signed consent. Usually a job offer letter will have a signed consent form that you must sign, giving the company permission to gather your background information. All offers are contingent on a clean report that mirrors exactly the information you placed upon their employment form.
Most of the consents I have viewed require:
Thank you for your question and I will see if we can conduct an interview with a company that performs these services to give you more information on the topic and also double check some of the information I provided.
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