All Around Solutions

Aptos screening will contact the source of the disputed information. For example, we will contact the appropriate Furnisher of Information if your dispute pertains to a criminal search.

We will investigate all the items in question during the same time period. At the end of the investigation,  you and your potential employer will be notified of the results. 

We strongly recommend that you file your own dispute. However, your attorney or potential employer may, with your written authorization, file a dispute on your behalf. We will contact you directly if additional information is needed to initiate the investigation. If your dispute is submitted by anyone other than yourself, we will need you to provide us with a letter stating that you authorize us to discuss your dispute with the person of your choice.

An Adverse Action is a negative employment action resulting from the information provided on the background check report. Examples include but are not limited to rejecting an applicant, not promoting an employee, and not retaining an employee.

The final hiring decision is made by the end user (potential employer). Aptos Screening has no involvement in that decision making process and its only responsibility is to provide the background check report.

As per FCRA guidelines the adverse action process consists of 2 parts: the pre-adverse action letter and adverse action letter. 

Pre-Adverse Action: A “Pre-Adverse Action Letter” along with the documents listed below  must be sent to the applicant prior to them being informed of the adverse action reason through the “Adverse Action Letter”. This is to give the applicant a chance to dispute the results in case of identity theft or any claims that information on the completed background check report is inaccurate or incomplete. 

The applicant must be provided:

• A summary of your [the applicant’s] rights under the FCRA
• A copy of the applicant’s background check (free of charge)
• A Pre-Adverse Action Letter 
• Your company’s background check use policy (if you have one)

Adverse Action Notice: After following the pre-adverse action steps, a reasonable amount of time (we suggest at least 1 week) should be given to the applicant prior to providing the “Adverse Action Letter”.  The Adverse Action Letter will explain to the applicant the reason why his job application is being denied.

Reality: 1 in 8 workers who currently have resumes (13 percent) say they estimate employment dates on their current resume. What they may not realize is their resume will get flagged as inaccurate and may cause an otherwise unnecessary delay in the hiring process or possible removal from the running. From employment to graduation and everything in between, make sure dates are accurate.

Reality: The majority of employers (72 percent) say they do for every new employee before they’re hired. More than half (55 percent) drug test candidates.

Reality: In addition to locations of employment, employers check on everything from schooling, locations lived and criminal records to driving records and many other public information sources based on the position type the person is being considered for.

Forty-six percent of workers say they really don’t know what information employers are checking for when conducting background checks, which can put them at a disadvantage.

Reality: It’s a professional courtesy to ask people’s permission to use them as a reference, so they know to expect a call sometimes in the future. If your references respond with surprise and confusion when a potential employer contacts them, it gives the impression that you are unprofessional or disorganized.

Reality: Eighteen percent of employers said they made a bad hire because they didn’t conduct a background check. Given that one bad hire can cost a company $17,000 on average, this can be an expensive misstep. 

Reality: Twenty-nine percent of employers made a bad hire because they received bad information about the candidate. 1 in 7 employers (15 percent) have run into litigation for not hiring someone because of what was found in a background check. Make sure your provider keeps up with compliance standards, is National Association of Professional Background Screeners (NAPBS now known as PBSA) Accredited, and makes sure the candidate is informed and supported.

Reality: Sixty-five percent of employers have never tested out their system themselves to see what the candidate experience is like. Not only is it important for employers to experience the process first hand, it’s important to seek direct feedback from candidates.

Reality: The longer the background check, the higher the risk of losing the candidate because you couldn’t verify information fast enough and they moved on to another employer. Typically, background checks should return in less than five business days, but on average checks take 24 – 72 business hours to complete.