Background checks

Some positions are mandated by law to require a criminal background check of candidates. For example, companies that handle drugs, such as pharmaceutical companies or hospitals, frequently require drug screenings.

Background checks can also used to verify information provided by a resource or candidate regarding to their work history, education, credit history, criminal history, and so on.

Typically, background checks are conducted by third-party vendors, although that is not an HR Talent requirement. You can define multiple vendors.

If you use background check screening, at a minimum, you must define a background check package and a background check.

You must set up background check data in this order:

  1. If you use a vendor for a background check, define the background check vendor.
  2. Define a background check package, regardless if it's associated with the background check vendor.
  3. (Required) Create at least one background check for the background check package.

    Each background check is defined for a specific service type. The service types are system-defined (Abuse, Alcohol, Criminal, and so on) and correspond to the service types provided by the HR-XML standards.