Recruitment | Criminal Background Check Process – Administrative, Service or Support Hires
Criminal Background Check Process – Administrative, Service or Support Hires
Overview
- A final candidate is identified.
- A decision to hire is made by the hiring manager and must be emailed to the HR Facilitator, entered in eRecruit and approved by the Recruiter prior to any job offers being extended.
- The department HR Facilitator will obtain appropriate approvals, create the Job Offer in eRecruit, and attach references in eRecruit.
- Tentative offer of employment is extended by the Recruiter, contingent upon successful background check results; the HR Facilitator and anyone else attached to the job opening will be notified by email.
- Disclosure To Employment Applicant Form and FCRA Summary of Rights is provided to final candidate by Recruiter.
- Disclosure To Employment Applicant Form is completed and signed by the final candidate and returned to the Recruiter (following instructions provided on disclosure form).
- Final candidate’s criminal background check is investigated (three business days anticipated turnaround time).
- Recruiter receives criminal background check report.
- If no adverse information is discovered, the Recruiter confirms start date with final candidate and notifies the hiring manager and/or designee.
- If job-related adverse information is discovered, the Recruiter initiates conversation with the head of Human Resources who will make the ultimate hiring decision. T
- Please see the Criminal Background Program Summary for more information.