ILLINOIS BACKROUND SCREENING

Any Illinois company that is either in the process of recruiting and hiring new employees or thinking of doing so should also be planning on how they will run background checks on prospective new

hires.

Conducting an effective and compliant Illinois background check should be the culmination of your company’s hiring process instead of an afterthought.

Whether your Illinois company operates in a regulated industry in which employee background checks are required by law or not, the information gathered from a comprehensive background check is extremely

valuable.

In addition to verifying a prospective hire’s identity, criminal history, credentials, education and

work history, effective Illinois background checks also provide a more detailed

overview of a candidate. This allows employers to hire with confidence and reduce

liability by not hiring a candidate who has a potentially disqualifying background.

The advantage of working with a trusted and reliable background check company like Intelligents ETV is

that we have in-depth knowledge and understand the importance of verifying all information before we forward to you.

We are well-versed in the specific laws and regulations surrounding Illinois background checks.

Did You Know?

Your Illinois company is subject to federal, state, and local laws and regulations on how you may conduct employee background checks.

Illinois companies must comply with the Fair Credit Reporting Act (FCRA) in addition to Illinois state laws. One of the most important requirements of the FCRA regarding employee background checks is that you must provide the employee with notice in advance of your intent to conduct a background check.

If a job candidate declines to consent to a background check as part of your company’s hiring process, you have the option to consider their employment application as withdrawn.

The Illinois Job Opportunities for Qualified Applicants Act In 2014, Illinois passed a “ban-the-box law”

to limit an employer’s access to an applicant’s criminal background until late in the application process. This law applies to your Illinois business if you employ 15 or more employees. Your Illinois business may be exempt from this requirement if you are required by law to exclude job applicants who have

certain criminal convictions on their record.

According to the Illinois Job Opportunities for Qualified Applicants Act, an employer may not perform a background check of a job candidate’s criminal history until a conditional job offer has been made to the prospective new hire or the candidate has been determined as qualified for the position with an

interview already scheduled.

Also, an Illinois employer may not ask an applicant about arrests for offenses that the applicant was not convicted of or any expunged or sealed criminal records. Along those same lines, you are not

permitted to take arrests without a conviction or records that were expunged or sealed into account when making any hiring decisions about a candidate. The Illinois Department of Labor has the authority to investigate any complaints against Illinois employers who are alleged to have violated this law. Violators are subject to civil fines for each offense or their continued failure to correct the initial violation.

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