Short Answer
Complete Explanation
The term “Consider” on Checkr refers to a specific status that appears in the platform after a background check is completed. When a report is marked as Consider, Checkr has identified one or more findings that could be adverse or require further review, but the information does not automatically disqualify the candidate. The employer is invited to review the details and decide whether to proceed with the hiring process, issue an adverse action, or request additional clarification. This status helps streamline communication between the background‑screening service and the hiring organization, ensuring that potential issues are highlighted without imposing a predefined hiring decision.
- Origin of the Status:
Checkr introduced the “Consider” status as part of its effort to provide nuanced reporting beyond simple “clear” or “not clear” outcomes, aligning with Fair Credit Reporting Act (FCRA) requirements for adverse action notices. - Typical Scenarios:
Common triggers include criminal convictions, credit issues, or employment gaps that may be relevant to the role but are not automatically disqualifying. - Employer Action:
When a candidate is marked as Consider, the hiring manager can view a detailed report, consult legal counsel, and determine whether to move forward, request clarification, or take adverse action. - Compliance Implications:
Employers must follow FCRA guidelines when acting on a Consider status, including providing the candidate with a copy of the report and an opportunity to dispute any inaccuracies. - Difference from Other Statuses:
Unlike “Clear” (no adverse findings) or “Disqualify” (automatic exclusion), “Consider” signals a conditional outcome that requires human judgment.
Common Misconceptions
A Consider status automatically means the candidate will be rejected.
Consider is a prompt for review; the employer may still hire the candidate after evaluating the findings.
Only criminal records trigger a Consider status.
Various data points—such as credit history, employment gaps, or professional licenses—can also generate a Consider label.
Employers can ignore a Consider status without legal risk.
Ignoring a Consider status may violate FCRA requirements if the employer takes adverse action without proper notice.
FAQ
What should an employer do when a candidate is marked as Consider?
The employer should review the detailed findings in the Checkr report, assess relevance to the job, possibly consult legal counsel, and decide whether to proceed, request clarification, or issue an adverse action following FCRA guidelines.
Can a candidate appeal a Consider status?
Yes. Under the FCRA, candidates have the right to receive a copy of the report, dispute inaccurate information, and request correction before any adverse employment decision is made.
Does every background check from Checkr include a Consider status option?
Consider is one of several possible outcomes. Whether it appears depends on the data returned for the specific checks requested (e.g., criminal, credit, license) and the thresholds set by the employer.
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