Reference and screen a candidate

Run background checks and references the legal way before the start date.

1. Give the background check disclosure as its own document. Most people forget this: The FCRA requires a standalone disclosure and written consent before the check; extra wording in the form invites lawsuits.
2. Get the candidate's signed consent
3. Order the background check
4. Call the referees
5. Verify licenses and past jobs
6. Review the results with the client (Hiring manager signs off)
7. Send the pre-adverse action notice if needed. Most people forget this: Before turning someone down over a report, you must send them a copy and a summary of rights and give them time to respond.
8. Confirm the candidate is cleared to start

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