HIRE WITH CONFIDENCE
Make the screening decision defensible.
A strong hiring process connects the screening scope to the position, obtains proper authorization, protects candidate information, and documents how results are reviewed.
A PRACTICAL FRAMEWORK
Five questions before ordering a search.
What will the person do?
Define duties, access, driving, equipment, supervision, data, credentials, and regulated activities.
Why is each search relevant?
Connect every component to a documented, lawful, job-related purpose.
Which jurisdictions matter?
Consider identity history, residence, employment, licensing, courts, and work locations.
How will data be protected?
Use approved systems for candidate intake, report access, retention, and authorized users.
How will results be reviewed?
Apply policy consistently and follow applicable notice, dispute, and decision procedures.
EMPLOYER RESPONSIBILITY
The report informs the decision; it does not make the decision.
Employers remain responsible for defining permissible purpose, providing required disclosures and notices, applying lawful and job-related standards, and considering applicable federal, state, and local requirements.
CONSULTATION & SUPPORT
Design a screening package that supports the hiring decision.
Discuss the position, worksite access, driving responsibilities, credentials, hiring volume, and secure intake requirements with the STC VeriShield team.