Understanding 'Consider' in Background Checks

Meaning of 'consider' on a background check

Decoding the 'Consider' Status in Background Screening

When you see the word 'consider' on a background check report, it can be confusing. Many job candidates wonder what this status means for their employment prospects. In the context of background screening, 'consider' is not an automatic rejection. Instead, it signals that the employer or the screening provider—such as Checkr—has found information in your background, criminal records, or employment history that requires further review before making a hiring decision.

Employers use background checks to verify a candidate's history, looking for red flags like criminal background issues or inconsistencies in employment records. The 'consider' status acts as a pause in the hiring process, giving the employer time to evaluate the findings and decide if they are relevant to the job. This step is crucial for compliance with fair hiring practices and adverse action requirements, ensuring that candidates are not unfairly excluded based on background information alone.

It's important to note that a 'consider' result does not automatically mean you will be denied the job. It simply means the employer needs to review your background check more closely. This could involve looking at criminal records, verifying employment history, or even checking social media activity. The process is designed to be fair and thorough, allowing employers to make informed hiring decisions while giving candidates a chance to explain or clarify any issues.

For more details on how background check results can impact your application and what to expect from the screening process, you can read about what background check messages mean for your job search.

Why employers use the 'consider' status

Why Employers Pause at 'Consider' During Background Checks

When a background check returns a 'consider' status, it signals that the employer needs to take a closer look before making a hiring decision. This is not an automatic rejection. Instead, it means the background screening process has found something in the candidate’s report—such as a criminal record, employment history gap, or other red flag—that requires further review.

Employers use the 'consider' status for several reasons:

• Compliance with regulations: Many jurisdictions require employers to individually assess any criminal background information before taking adverse action. The 'consider' status helps ensure a fair process and supports compliance with laws like the Fair Credit Reporting Act (FCRA).
• Nuanced hiring decisions: Not every red flag in a background check is a dealbreaker. Employers want to weigh the context—such as the nature of the offense, how long ago it occurred, and its relevance to the job—before deciding.
• Reducing bias and errors: Automated background checks can sometimes flag issues that are outdated or irrelevant. The 'consider' step allows human review, reducing the risk of unfairly disqualifying a candidate.
• Protecting company reputation: Employers want to balance safety and fairness. Reviewing 'consider' results helps them avoid overlooking qualified candidates while still protecting their workplace.

Background screening providers like Checkr and others have built-in workflows for the 'consider' status. This helps employers manage the process consistently and document their decision-making, which is important if a candidate disputes the result or if there’s a legal challenge.

For more insight into how disciplinary infractions can affect background check outcomes, you can read about understanding disciplinary infractions in background checks.

Ultimately, the 'consider' status is about giving both the candidate and the employer a fair chance to clarify any issues before moving forward in the hiring process.

Common reasons for a 'consider' result

Frequent Triggers for a 'Consider' Status

When a background check returns a 'consider' status, it signals that something in the candidate’s background screening report needs closer review. This does not automatically mean a job offer will be withdrawn, but it does prompt employers to pause and evaluate the findings. Understanding what typically triggers this status can help candidates and employers navigate the hiring process more confidently.

• Criminal Records: One of the most common reasons for a 'consider' result is the presence of criminal records. This could range from minor offenses to more serious charges. Employers often weigh the nature, age, and relevance of the offense to the job in question before making a decision.
• Employment History Discrepancies: If the employment background check reveals inconsistencies between what a candidate reported and what is verified, the employer may flag the application for further review. This could include unexplained gaps, job titles that don’t match, or unverifiable past positions.
• Unresolved or Pending Cases: Ongoing legal matters or unresolved criminal cases can also result in a 'consider' status. Employers may wait for more information or clarification before proceeding with the hiring process.
• Adverse Financial Information: For roles involving financial responsibility, red flags such as bankruptcies, liens, or significant debt reported during background checks can prompt employers to consider the risk involved.
• Social Media and Online Presence: Increasingly, employers are reviewing candidates’ social media activity. Content that raises concerns about professionalism or judgment can lead to a 'consider' status, especially if it conflicts with company values.
• Regulatory or Licensing Issues: For regulated industries, any issues with required licenses or certifications can trigger a review. Employers need to ensure compliance before making hiring decisions.

It’s important to note that a 'consider' status is not the same as an automatic rejection. Instead, it’s a signal for employers to take a closer look and, if necessary, request additional information from the candidate. The process is designed to ensure fairness and accuracy in employment background screening.

For more on how nuanced background check results are shaping modern hiring, including the role of skip tracing in uncovering hard-to-find records, you can read about how skip tracing shapes modern background checks.

How 'consider' impacts your job application

How a 'Consider' Status Shapes Your Job Prospects

When a background check returns a 'consider' status, it signals that the employer needs to pause and review certain findings before moving forward in the hiring process. This does not automatically mean rejection, but it does mean your application is under closer scrutiny. A 'consider' result often means the background screening found something in your records—such as a criminal background, discrepancies in employment history, or even red flags from social media checks—that requires further evaluation. Employers use this status to ensure they make fair, informed hiring decisions, balancing risk with opportunity.

• Delays in the Process: Your application may take longer to process as the employer reviews the background check report in detail.
• Request for Additional Information: You might be asked to clarify or provide context for certain findings, such as explaining gaps in employment or addressing criminal records.
• Potential for Adverse Action: If the employer decides not to move forward based on the background check, they are required by law to notify you and give you a chance to respond before taking adverse action.
• Not a Final Decision: The 'consider' status is not a final verdict. It means the employer is weighing the information found against the requirements of the job and their internal policies.

For candidates, seeing 'consider' on a background check can be stressful, but it is important to remember that it is part of a fair and thorough employment background screening process. Being proactive—by preparing explanations for any potential red flags and responding promptly to employer requests—can help keep your job application moving forward. Employers are increasingly using nuanced results like 'consider' to avoid blanket rejections and to give candidates a fair chance to address issues in their background checks. This approach reflects a shift toward more individualized assessments in hiring decisions, rather than automatic disqualification based on a single record or report.

What to do if your background check says 'consider'

Steps to Take When You See a 'Consider' Status

If your background check report shows a 'consider' status, it can be unsettling. This status means the employer is reviewing something in your background screening that may need further evaluation. Here’s what you can do next:

• Read your background check report carefully. Look for any red flags or records that might have triggered the 'consider' status. This could include criminal records, discrepancies in employment history, or other findings from the screening process.
• Understand what 'consider' means for your job application. It does not automatically mean rejection. Employers use this status to pause and review, often as part of a fair hiring process. They may want to assess the context or relevance of certain findings before making a decision.
• Prepare to provide context. If you know what might have caused the 'consider' result, be ready to explain. For example, if there’s a criminal background entry, you can clarify the circumstances and demonstrate how you’ve moved forward since then.
• Check for accuracy. Mistakes happen in background checks. If you spot errors in your records, contact the background check provider (such as Checkr) or the employer to dispute inaccuracies. Correcting errors can change the outcome of your employment background screening.
• Respond promptly to employer requests. Employers may reach out for more information or clarification. Timely and honest communication can help move your application forward.
• Know your rights in the hiring process. If an employer is considering adverse action based on your background check, they must notify you and give you a chance to respond. This is a legal requirement in many regions.

Employers are increasingly using nuanced results like 'consider' to make more informed hiring decisions, rather than relying on automatic rejections. This approach allows candidates to address concerns and provide additional information. If you’re proactive and transparent, a 'consider' status does not have to be a permanent red flag in your job search.

Trends in background check evaluations and the rise of nuanced results

Shifting Landscape in Background Screening

The background check process is evolving, and so are the ways employers interpret results like the 'consider' status. In the past, background checks often led to a simple yes or no decision. Today, hiring decisions are more nuanced. Employers are looking beyond basic criminal records or employment history. They want a complete picture of a candidate, which means the 'consider' result is becoming more common in employment background screening.

Why Nuanced Results Are on the Rise

Several factors are driving this trend:

• Regulatory changes: Laws now require employers to assess the nature and relevance of any red flag, such as a criminal background, rather than automatically rejecting candidates.
• Technology advancements: Platforms like Checkr and others provide more detailed reports, allowing employers to read background information with greater context.
• Social media screening: Employers are increasingly reviewing candidates' online presence, adding another layer to the background check process.
• Focus on fair hiring: There is a growing emphasis on giving candidates a fair chance, even if their background check shows a 'consider' status.

What Does This Mean for Candidates?

For job seekers, a 'consider' result does not automatically mean a lost opportunity. It signals that the employer is taking time to review the full context of your background check report. This could include looking at the age of a criminal record, the type of offense, or even your recent employment history. The hiring process is more individualized, and employers are expected to justify adverse action decisions.

Key Takeaways for Employers and Candidates

• Employers should document their evaluation process and ensure they comply with fair hiring laws.
• Candidates should be prepared to explain any red flags or records in their background checks and understand what the 'consider' status means for their job prospects.
• The trend toward nuanced results is likely to continue as background screening becomes more sophisticated and holistic.