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Credentialing requirements are requirements that enable HireRight to certify that its subscribers are able to comply with FCRA (or other applicable law) requirements.

For example we need to verify that your business is not shared with another entity, that reasonable security controls are in place, and that there is proper business signage.

This helps HireRight verify the presence of an ongoing business with a permissible purpose for obtaining consumer background report information and adequate security to protect said information.

You might also find this short video helpful.

Yes, there is a one-time $150 fee for set up and credentialing for all new customers. A third-party company, Trend Source, will contact you for an onsite inspection and review.

If you already have an account with HireRight, the fee and onsite will be waived. Once the onsite credentialing process is complete, you will be able to view your reports in HireRight.

You can immediately register your account! Please make sure you read all of the footnotes and contract information so you understand the charges and fees.

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No. About 1/3 of all counties have surcharges and the counties within each state vary (i.e. some will charge, some will not) however, almost every state imposes some sort of fee for a motor vehicle record check.

Fees can range from as little as $1 up to $65.02 (in the state of New York for example). If there is a surcharge, the average cost is about $7 per order.

Yes. HireRight has many training options available to you. When you register your account, you will be sent a HireRight user guide. This is also available from the left menu Training section of your HireRight account.

You have access to online training, live weekly sessions and documentation all from this Training section of your account. Please also make note of the live chat option and customer service number which are staffed 24 hours a day, 5 days a week and are extremely knowledgeable and helpful.

HireRight Customer Service:

(866) 521-6995 customerservice@hireright.com

Live chat from your HireRight account page

To remain compliant, an Employer has three primary responsibilities:

1. Obtain authorization and consent from the applicant before requesting the background check.
2. Offer a copy of the report to the applicant if the applicant resides in CA, MN, or OK.
3. If you are not hiring the applicant based on derogatory information in their background check and you are going to take "Adverse Action" (meaning you are not going to hire the person because of it), you are required to send the applicant a series of notifications/letters called Pre-Adverse/Adverse Letters explaining your action and including a copy of the report.

To ensure 100% compliance and a clear understanding of the FCRA, the full FCRA document and requirements can be found on the FTC website at: http://www.ftc.gov/os/statutes/031224fcra.pdf

Yes. The FCRA legislation covers all aspects of a background check, including but not limited to criminal checks, MVR's, reference checks, education and employment verifications, drug tests.

It is not limited to the credit report.