Adverse Information

Priority Research can help with the different levels of acceptable risk based on job position, but documenting, defining and organizing these levels of risk can sometimes be confusing.

At Priority, we can help you apply your company-specific hiring guidelines to develop a standardized, position-based framework for determining if an applicant's background verification is:

Acceptable (Eligible for employment)
Decisional (Requires additional documentation or investigative effort)
Ineligible (Is not eligible for employment)

You can make faster decisions by relying on a summarized pass/fail/provisional status, as opposed to taking the time to manually review every component of a candidate's background check. Only when a component result includes information that falls outside of your guidelines are you required to review the results.

Adverse Action Fulfillment Service

In conjunction with or independent of the Priority's Applicant Scoring Service, customers may also elect to have all administrative FCRA imposed employer adverse action obligations handled directly by PRC. Based upon all "failed" individual scoring designations or in response to documented, applicant specific requests submitted by the customer, Priority offers full consumer disclosure compliance services as required under federal law. As appropriate, the necessary pre-adverse and adverse action notifications, as well as hardcopies of final applicant reports and a summary of consumer rights, are mailed by Priority to the subject of the background report on behalf of the employer. All transactions are documented and time stamped, assisting in the maintenance of a watertight, legally insulated compliance program.

NOTE: The establishment of pass/fail/provisional criteria is determined by the client and may be influenced by regulatory compliance rules, legal interpretation or the client's corporate policy guidelines.