They increase the likelihood that the applicant is right for the job. Obtaining background information on an applicant is a legitimate part of the screening process. Naturally the information must be obtained and used in legal ways. As part of the selection process, most employers ask applicants to sign an Authorization for Release of Information. For some types of checks, such as credit, a release is legally required.
Employers determine how the background information is used as part of the selection process.
Obviously all information must be evaluated in compliance with the Fair Credit Reporting Act, the Americans With Disabilities Act, Title VII of the Civil Rights Act and other applicable State and Federal Law. Checking only a particular group of applicants places an employer in a vulnerable position relative to charges of discrimination. Checks should be consistent by position. For example, any background checks done on Service Rep A should also be done on Service Rep B. Job Applicability . About three business days for a complete report.