Screening is generally completed at the appropriate stage of the hiring process and in accordance with the employer’s policy, role requirements, and applicable law.

Depending on the authorized scope, screening may include identity, employment, education, professional credentials, driving history, or other role-relevant records.

Yes. Appropriate disclosure and written authorization are required before a consumer report is obtained for employment purposes.

No. Screening supports due diligence but does not replace evaluation of leadership capability, experience, motivation, communication, and organizational fit.

Results should be treated confidentially, reviewed consistently, and handled according to the employer’s policies and applicable federal, state, and local requirements.