Background Screening

Consumer-permissioned data introduces a new relationship between the consumer, the requesting business, and their data. By working with a consumer-permissioned data platform, like MeasureOne, the consumer provides secure access to their data, but consents to sharing ONLY the necessary information with the requesting business.

The platform plays two roles in the transaction: (1) it ensures that only the permissioned information is shared with the requesting business, and (2) it guarantees the provenance of the data to the requesting business. 

By using a consumer-permissioned data model, the consumer maintains control over their data. They can safely and securely share their information, knowing that only the necessary, specifically-requested information is disclosed to the requesting business. 

Using consumer-permissioned data is beneficial for the requesting business too. When they take advantage of CPD, businesses get:

• Access to any consumer data in an online account including income, employment, education, insurance, brokerage data, and more
• Real-time data from primary sources ensuring 100% accurate and up-to-date data
• Automation of traditionally manual data collection processes

No, we pull fresh data every time. We only get consent to pull data for that particular request. The same individual coming two different times to MeasureOne would be two new requests.

We are seeing near 100% participation in the process. There is also a strong precedent for consumers sharing access to much more sensitive data in return for some benefit to them.

Best practice with our customers is to use MeasureOne as the primary solution. If for whatever reason, a consumer is unable to connect to their online account, they have the ability to upload the requested documentation for us to process and provide the data directly to you. 

If for whatever reason the consumer still fails to complete the process, we recommend falling back to your current solution after a defined time frame. 

Results are instant once a consumer connects their online account to the MeasureOne platform. 

Yes! Our support team is available 24/7 to answer consumer questions.

Yes, we are fully integrated with TazWorks and Accio to make your workflow seamless.

Yes!  For more information, schedule a demo.

Consumers, now more than ever, want to be involved in who collects their data and where it’s being shared.  In fact, in our own survey of consumers, 82% of consumers said being involved was important to them. 

The data points used in a background screening report may vary depending on the specific type of screening being conducted and the industry or company requesting the report. However, here are some common data points that may be included in a background screening report:

• Criminal history: This typically includes information about an individual's past criminal convictions, arrests, and other criminal records.
• Employment history and verification: This can include information about an individual's past and current employers, job titles, and length of employment.
• Education history and verification: This can include information about an individual's educational background, including degrees earned, institutions attended, and dates of attendance.
• Professional licenses and certifications: This can include information about any licenses or certifications held by the individual, such as medical licenses or professional certifications.

The time period covered by a pre-employment background check depends on several factors, including the type of information being checked, a company's policy, and any applicable laws or regulations. Some states have their own laws and regulations that restrict how far back a background check can go as well. Here are some general guidelines:

• Criminal history: Depending on the state and type of job, background checks may go back anywhere from 7 to 10 years or longer for certain serious offenses. Some states have "ban the box" laws that prohibit employers from asking about criminal history on job applications or conducting background checks until after a conditional job offer has been made.
• Employment history: Most background checks verify the past 7 to 10 years of employment history. However, employers may choose to go further back in time to verify certain positions or if they are looking for specific skills or experience.
• Education history: Background checks typically verify education history going back to high school, and may also verify college or university degrees earned.

Pre-employment background screening is an essential part of the hiring process that helps employers create a safe, compliant, and productive workplace. 

• Safety: Background screening can help employers identify potential risks in the hiring process. For example, a criminal history check can help identify applicants with a history of violence, theft, or fraud who may pose a threat to the workplace.
• Compliance: Employers have a legal obligation to provide a safe workplace for their employees. Background screening helps them to comply with regulations such as the Fair Credit Reporting Act (FCRA) and other federal and state laws governing employment practices.
• Mitigating liability: Employers can be held liable for the actions of their employees. Background screening can help mitigate this risk by identifying potential issues before they become a problem.
• Hiring the right candidates: Background screening helps employers make informed hiring decisions by verifying an applicant's qualifications, experience, and credentials. This can help ensure that the candidate is a good fit for the position.