Erik from BackGroundChecker 
TL;DR / Key Takeaway Colorado employer background checks require compliance with one of the most restrictive state fair-chance frameworks in the country, layered on top of federal FCRA obligations. Colorado’s Job Application Fairness Act, Chance to Compete Act, and salary/credit history restrictions mean your standard multi-state screening template likely won’t cut it for Colorado-based roles. … Read more
TL;DR A FCRA audit checklist helps you systematically verify that every stage of your background check process — disclosure, authorization, adverse action, recordkeeping — meets federal and state compliance requirements. Use this guide to conduct a self-audit before regulators or plaintiffs’ attorneys do it for you. Budget 2-3 weeks for a thorough first-pass audit across … Read more
TL;DR / Key Takeaway A Michigan employer background check must comply with both federal FCRA requirements and Michigan’s specific fair-chance and licensing rules, including the Michigan ICRA (Internal Controlled Substances Act implications for cannabis-related convictions) and local ban-the-box ordinances in cities like Detroit and Ann Arbor. Michigan does not have a statewide ban-the-box law, but … Read more
TL;DR A background check RFP template standardizes how you evaluate and compare consumer reporting agencies (CRAs) before signing a vendor contract. This guide walks through every section you need — from FCRA compliance attestations to turnaround-time benchmarks and pricing structures — so your procurement process protects your organization legally and operationally. Use it when sourcing … Read more
TL;DR Background check hit rate — the percentage of screened candidates who return a record, discrepancy, or disqualifying result — varies significantly by industry, ranging from under 5% in low-risk corporate roles to over 20% in high-turnover sectors like transportation, hospitality, and staffing. Understanding your industry’s expected hit rate helps you benchmark vendor performance, forecast … Read more
TL;DR / Key Takeaway Board member due diligence background checks require a different framework than standard employment screening — governance risk, fiduciary exposure, and public disclosure obligations replace the typical “can this person do the job” analysis. If your organization treats board vetting like a standard hire, you’re missing SEC disclosure risks, D&O insurance exposure, … Read more
TL;DR A structured background check vendor RFP template protects your organization from compliance gaps, hidden fees, and turnaround-time surprises before you sign a multi-year contract. This guide walks you through building, distributing, and scoring an RFP that surfaces FCRA compliance capability, integration readiness, and true cost-per-check — not just marketing claims. Use it to run … Read more
TL;DR / Key Takeaway An employee arrest notification policy requires employees to disclose arrests, citations, or criminal charges within a defined window (typically 24-72 hours) as a condition of continued employment. Unlike conviction-based screening, arrest data carries heightened legal risk under EEOC guidance and state fair-chance laws, making a well-drafted, consistently enforced policy essential to … Read more
TL;DR / Key Takeaway A military veteran background check for employment follows the same FCRA framework as any other candidate screen, but it intersects with unique data sources — military service records, security clearance history, and VA disability status — that require careful, legally compliant handling. Employers who fail to distinguish military records verification from … Read more
TL;DR SHRM background check best practices center on building a documented, consistent, and legally defensible screening program that aligns with FCRA requirements, EEOC guidance, and applicable state fair-chance laws. The core principles: standardize your process across all candidates, tie screening criteria to job relevance, and maintain audit-ready documentation at every step. Organizations that follow these … Read more