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Candidate Support


Request a Copy of My Background Report

You can't access pending reports, but you can request a copy of completed reports
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*Please note that submitting multiple requests by email, phone, and through this online form may delay processing and response times

Dispute My Background Check Report

Call, fax, mail, or email us to dispute the contents of your background check report.
Dispute my background check report >

FAQs & Helpful Links

Find answers to our most frequently asked questions and access additional resources.
Click the "Candidate FAQs & Helpful Links" tab to the left

Contact Us


Email Client Success

clientsuccess@cisive.com

Technical help desk

Phone: 877-214-5496
customerservice@cisive.com

Employment Screening Services

Phone: 866-557-5984
sales@cisive.com

Executive Intelligence Services

Phone: 631-862-9300  x329
investigations@cisive.com

Candidate dispute hotline

Phone: 855-881-0716
disputes@cisive.com

Applicant & employee resources

Cisive Privacy Notice
Cisive Terms of Use
Fair Credit Reporting Act

Dispute a Report

If any of your candidate background report information is wrong

If you are a candidate and believe there is an error or missing information on your background report, you have the right to dispute the accuracy of any information contained in the consumer report or investigative consumer report prepared by Cisive, in accordance with the Fair Credit Reporting Act (FCRA). You are encouraged to familiarize yourself with those rights.

  • Click here to view the Fair Credit Reporting Act (FCRA)
  • You have several options should you wish to register a dispute...

1. Candidate portal

  • If you have a login and password and are managing tasks on a candidate portal, you can submit your dispute via the portal.

    Select the task, “Initiate a Dispute or Provide Additional Explanations” and follow the instructions.

If you have forgotten your password, please enter your username or email address. We will issue you a new temporary password. This information will be sent to your registered email address.

If you cannot remember your username or email address, or encounter other login problems, please contact the Help Desk at 631-862-9300, ext. 440, for further assistance.

2. Contact the Dispute Hotline

Call: 855-881-0716

3. Fax, email, or mail

Please provide the following information in an email or hardcopy format:

  • Full name
  • Birth year only
  • Contact number or email address
  • Description of the dispute 
  • Optional: The name of the company you are applying with and case number

Send us a fax:

Fax us: 877-755-0009

Email us:

Send an email to: disputes@cisive.com

Send us snail mail:

Cisive
5000 Corporate Ct #203
Holtsville, NY 11742
Attn: Disputes

Contact Client Support

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Candidate FAQs & Helpful Links


Answers to the Most Frequently Asked Questions & Helpful Links

Developed from our years in this business, Cisive has identified the most commonly asked questions from our candidates to create a resource for quick answers and helpful links.

How do I request a copy of my background check report?

You can request a copy of your report through our online form, by email, or by phone. Click here for more information on requesting a copy of your report.

How do I dispute the accuracy of my background check report?

You can dispute the contents of your background check report by using our online form, by email, or by phone. Click here for more information on disputing your report.

I applied for a job; how do I know if that company ran a background check on me?

Before a prospective employer can order a background check on you, it has to tell you that it will do so through a proper disclosure and it also has to get your written permission. The forms that an applicant signs off on are commonly referred to as the “disclosure and authorization” forms. However, letting you know it will run a check as part of the hiring process and getting your permission in advance doesn’t always mean that the company will actually run a background check.

Depending on its hiring process, some companies may have all applicants fill out a consent form and receive a disclosure as one part of the application process. However, the company will only run the background check on the candidate(s) actually being considered for the position.

The other scenario involves the prospective employer only making a disclosure and obtaining consent once a conditional offer of employment has been made to the candidate.

An applicant can either ask the HR department directly or if it knows which background check company the prospective employer uses, it can ask the screening firm if a report was prepared.

What is the Fair Credit Reporting Act (FCRA)?

The FCRA is a federal consumer protection statute that regulates consumer reports and ensures the accuracy and security of consumer information. The FCRA applies when an employer uses a third party to prepare the report. An employment background check is one type of consumer report. While the word “credit” is included in the name of the federal law, the FCRA does not only regulate credit reports. Credit reports are one type of consumer report. Most employment background checks do NOT contain credit reports.

Under the FCRA, the “consumer” refers to the subject of a background report. The “End-User” is the party that orders and uses the report to make a decision affecting the consumer (e.g. employment, tenancy, credit, etc.). In the employment context, the end-user is the prospective employer. And the background check company that prepares the report is a type of “consumer reporting agency” or CRA.

What are my rights if a background check was run on me?

Under the FCRA, if a background check report was run on you, then you would have already received a proper written disclosure informing you of such and you would have already given written consent. If any part of the report was used to make a decision that resulted in you not getting the job, being terminated, not being allowed to volunteer, etc. then the company has to follow what’s referred to as the “adverse action” process.

This process involves letting you know that such an “adverse action” is the result of the background check report. The company does this by sending you a pre-adverse notice along with a copy of your background report and a document entitled “A Summary of Your Rights under the Fair Credit Reporting Act.” Once you receive this notice, you should review your report and contact the company that prepared the report (their information is included in the Pre-adverse Notice) if any part of your report is inaccurate or incomplete. Once contacted by you about your dispute, the background check company must reinvestigate it at no cost and complete it under 30 days, but most likely it strives to complete the reinvestigation as quickly as possible so the company can move forward with a final hiring decision. Upon completing the reinvestigation, the background check company will update you, the consumer, and the company that ordered your report, on the outcome of the reinvestigation. The CRA will provide amended reports if changes were made; otherwise, it will confirm its original findings. The prospective employer would then make its hiring decision based on that new report.

If I have a criminal record, will I not be considered for the position?

Generally speaking, the presence of criminal history is not an automatic bar to employment. It truly depends on the company considering you for the position, and those prospective employers take a lot of things into consideration. In making its decision when there is criminal history, employers generally look to see if it relates to the position sought. The background check company does not know employers’ hiring standards and is not involved in the hiring decision.

The Equal Employment Opportunity Commission has issued guidance to employers when evaluating an applicant’s criminal history in hiring and has advised employers to consider:

  • The Nature and Gravity of the offense or conduct
  • The Time that has passed since the offense, conduct and/or completion of the sentence
  • The Nature of the job held or sought

In its 2012 Enforcement Guidance, the EEOC outlines additional considerations employers should take into account when an applicant does have criminal history.

The EEOC does not prohibit employers from running background checks.

What's usually included in a background check report?

The components of an employment background check vary depending on what the prospective employer or employer select as part of the background check package. This information may be based in part on any applicable legal requirements that may apply when an employer hires a particular position that requires a certain type of check. Generally speaking though, a prospective employer wants to confirm the education and employment credentials of the applicant. They also want to know if the individual has any criminal history that directly relates to the position they are being hired for, but more importantly, they want to be able to trust their new hire, so they are looking for honesty in the candidate. Other types of screening include checking if the individual has an active license that may be required for the position or if they are sanctioned or excluded from participating in federal or state programs.

If I had a criminal record that was subsequently sealed or expunged, would it show up on a background report?

Expunged and sealed records that have been removed from the county court would not appear on a criminal background check. Depending on the timing, there are instances when a defendant’s request for expungement has been signed and approved, but the court has not removed the record yet.

If I had a record that was dismissed but not expunged, would it show up on a background check report?

During a county court record search, dismissed records are located by the background check company. Dismissed records are referred to as non-convictions. Under the federal FCRA, a screening firm can report non-convictions for 7 years. However, certain states have more stringent restrictions that may not allow the reporting of non-conviction records. While inclusion of dismissed records in a report is legally permissible and accurately reflects the court record, the reality is that most employers do not consider them in their hiring decision because they are non-convictions.

Does my background report contain a credit check?

The majority of employment background checks DO NOT contain credit checks. Employers typically only order credit checks on a report if they are hiring for a position that involves handling finances, access to financial or other sensitive information, etc. Additionally, a number of states have specific laws that limit when employers can order and use credit checks in hiring and employment. And when a credit check is included in an employment background check, it does NOT include a credit score.

What happens if a previous employer will not verify information about me or if a former company is out of business?

A lack of response from an employer results in an incomplete verification. There are only so many requests a CRA can make before the report must be closed. Whether it’s an unresponsive previous employer or a closed business, the result is a report with incomplete information that may not allow your prospective employer to quickly make a hiring decision about you. This is no fault of your own, but you may be able to provide information to help complete the verification. In such a scenario, you may be contacted by the screening company about these delays or requests for additional information.

Where can I find more information about employment background checks and my rights as a candidate? 

Access the links below for more information:

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