Georgia Background Checks

Georgia employers across a wide range of industries rely on background checks to help ensure that candidates are qualified, trustworthy, and eligible for employment. A résumé or application doesn’t always tell the whole story, and employment screening is a valuable tool for verifying claims and uncovering any issues that may disqualify them from employment. At Accurate, we offer Georgia background checks that give you the insights you need to make more informed, confident hiring decisions.

Background checks are typically performed during the pre-employment phase, but Georgia employers can also conduct them during promotions, reassignments, or when industry rules and regulations require ongoing monitoring.

For most companies, the pre-employment screening process is the first opportunity to confirm that a candidate is qualified for the position. Typically, this includes criminal background checks, but can also include education and employment verification. Employers in certain industries, such as healthcare, finance, childcare, and transportation, may also be required to conduct additional checks according to industry rules and regulations, as well as individual roles and their risk exposure.

What you’ll see on a Georgia background check depends on your screening packages, industry rules and regulations, and local laws. Some of the commonly included components include:

• Criminal history reports
• Employment and education verification
• Driving record and license status
• Professional license verification
• National sex offender registry search
• Reference checks
• And more

Background checks can be customized to focus on what matters most for the role you’re looking to fill. Whether you need a basic criminal history check or a deep dive into a candidate’s credentials and qualifications, Accurate has the tools and resources to deliver.

While the state of Georgia doesn’t have a statewide “Fair Chance” or “Ban the Box” law for private employers, some cities—like Atlanta—have made it unlawful for the City to discriminate against job applicants or employees based on criminal history status, unless the criminal record is directly related to the job’s responsibilities and evaluated through specific criteria.

Georgia employers need to stay current with federal regulations such as the Fair Credit Reporting Act (FCRA) and local laws that govern background checks. Avoid blanket policies that automatically disqualify applicants based on criminal records or other key characteristics. Instead, evaluate whether criminal history is directly related to the job and if it would affect the applicant’s ability to perform the duties of the role.

Even when partnering with a background check provider like Accurate, Georgia employers must follow proper procedures and applicable laws. Here are a few best practices you should consider when establishing your background check policies:

1. Establish a Clear Policy: Define which roles require background checks, specify the types of screenings needed, and outline the process for evaluating the results. Make sure your policy complies with both federal and Georgia-specific laws.
2. Train Your HR Team: Your HR staff, and other teams involved in hiring, should be well-versed in legal compliance and your internal hiring procedures. This includes handling sensitive data, responding to screening results and communicating with candidates.
3. Follow the Fair Credit Reporting Act (FCRA): Among other requirements, the FCRA requires that you provide a disclosure to applicants — in a standalone written document — before conducting a background check. You must also obtain their written authorization. The FCRA also requires employers to follow a specific process of notifications and review periods if you decide not to hire, or otherwise take other adverse action, based on the background check results.
4. Assess Convictions Individually: Avoid using automatic disqualification rules or criteria for any prior conviction. Instead, evaluate the nature and gravity of the offense or conduct; the time that has passed since the offense, conduct or completion of the sentence occurred; its relevance to the nature of the job; and evidence of rehabilitation.
5. Provide Clear Communication: Keep candidates informed throughout the process. If you decide not to hire someone based on information reported by the background check, follow the pre-adverse and adverse action steps as required by the FCRA. This includes providing a copy of the report and a summary of their rights.
6. Partner with a Trusted Screening Provider: Partnering with a reputable background screening company, like Accurate, provides you the opportunity to obtain a more comprehensive and complete background check than most employers can handle on their own.

Accurate’s goal is to make it easier for Georgia employers to screen candidates efficiently and responsibly. Our customizable background check solutions allow you to tailor screenings to your organization’s unique needs, ensuring both compliance and peace of mind. Contact us today to find the best background screening program for your business.