Comprehensive background checks for professors and other high-touch or high-visibility...
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Report Grading
A collaborative, systematic approach to evaluating a candidate’s background reports against your companies criteria.
Comprehensive background checks for professors and other high-touch or high-visibility...
Read More
A collaborative, systematic approach to evaluating a candidate’s background reports against your companies criteria.
Report Grading
Report grading, or adjudication, is simply the process of evaluating a candidate’s background reports against your company’s criteria. However, grading or adjudicating a report is far from simple. When performed manually, it can be a time-consuming task. Manual processing can cost you more in terms of paid time, and delays in the hiring process can allow qualified candidates to slip through your grasp. The manual approach is vulnerable to mistakes, which could lead to costly fines, lawsuits, or settlements.
PeopleG2’s report grading solution minimizes all these pitfalls. By automating the process, we can help you make timely hiring decisions, stay up-to-date on compliance, apply hiring policies consistently and fairly, avoid discrimination. In addition, our solution carefully documents all steps to help you deal with any audits.
Report Grading
Report grading, sometimes called adjudication, is a clean and easy process that any PeopleG2 client can use to enhance team communication. You provide us with a set of criteria, and our automated process quickly grades each report. Most clients use a color code in grading — red, yellow and green — to quickly identify which reports are clear and which need further review.
PeopleG2 does not create the criteria, but we can advise you as you create it. We also recommend that you have the criteria reviewed by competent legal counsel.
Report Grading
While your company will bear ultimate responsibility for compliance, we’re here to advise you. All background checks must comply with the Fair Credit Reporting Act (FCRA), Equal Employment Opportunity Commission (EEOC) guidelines, as well as local, state and federal fair hiring (ban the box) laws.
If a background check compels you to deny employment, follow the steps outlined by the FCRA. Some local laws also outline specific steps for adverse action.
Schedule a call with one of our industry experts, who will answer questions about our process, service offerings, pricing and more. Learn why we provide this valuable service, and how we can make a difference in your organization.
