Application Researchers

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• Automated Adverse Action Letters – Let’s face it, the most impressive candidate on paper can turn out to have a not so impressive past. Did you know that if you decide not to hire a person based on any piece of information within a background check, then you’re legally required to provide the applicant with an adverse action letter? The FCRA mandates that you provide the applicant with the letters, as well as a copy of their background check and a summary of their rights under FCRA. Application Researchers® can help ensure that you are incompliance with this law.

Application Researchers® is committed to being a one-stop-shop for all of your pre-employment and post-offer needs. When you choose Application Researchers, the combination of our unique portfolio of services enable you to make critical decisions with confidence.

Military record – in the event an applicant claims to have gleaned experience in the military which qualifies them for a position, the ranking and duties can be verified.

If E-Verify is used, then employers must keep those records for three years from the date of hire, or one year from the date of termination, whichever is later. If E-Verify is not used, then employers must retain the other required documentation for three years after receipt, or for one year after the worker ceases to provide services and/or labor, whichever is earlier.

Application Researchers® remains dedicated to being your trusted source for information related to the background screening industry. We have created a Fair Credit Reporting Act toolkit to assist you in understanding and complying with this ever-complicated law. The toolkit will provide you with invaluable resources and templates to ensure your compliance and educate you on your requirements. Please contact us for your complimentary toolkit today!

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