HR Solutions

HR solutions

Work Smarter, Not Harder

By offering flexible and tailored employment screening solutions designed to reduce risks in the workplace, we empower our clients with the tools they need to build the team they require to succeed.

Applicant Submission (SwiftHire 2.0)

Now mobile friendly, SwiftHire 2.0 allows the client to send self-screening invitations directly to your applicants. This process eliminates data entry or re-entry by enabling the Applicants to enter their personal information. Once the applicant receives the personalized link (via email or text) they will view the instructions, sign an electronic consent and fill out their personal information to initiate the background check.

Integration Manager

  • Seamless Connectivity
  • In-depth dashboard metrics
  • Order details visibility
  • Open API
  • Self-service standard integrations with new customers

Applicant Tracking System

The principal foundation of an ATS is to provide a central location and database for company’s recruitment efforts. The information is used for screening applicants, scheduling interviews, managing the hiring process, checking references, and completing new-hire paperwork.

  • Career Center/ Job Board
  • Direct integration to screening system
  • Applicant status tracking
  • Job boards and open positions
  • Customizable applications that can be linked to jobs
  • HTML directly to your site

Spread Sheets

Possibly the simplest way to request your criminal background checks. By creating a CSV file with the appropriate headers, the client can order dozens or hundreds of reports with a single upload.

FCRA Compliance Options

Pre-Adverse/ Adverse Action Process

Under the federal Fair Credit Reporting Act (FCRA), an employer has legal responsibilities regarding adverse action notices where a consumer report, in whole or in part results in an employer making a determination that they intend to take an adverse action in regards to employment, such as not hiring a person, or not retaining, not reassigning or not promoting.

The purpose is to ensure that a consumer is not denied an opportunity unfairly based upon anything in a report being incorrect or incomplete.

The required notices must:

  1. Provide a preliminary adverse action notice to consumer, along with copy of consumer report and A Summary of Your Rights under the Fair Credit Reporting Act.
  2. Allow the consumer a designated period of time to contact CRA if consumer wishes to dispute any information in consumer report.
  3. Provide CRA contact information.
  4. Provide a final adverse action notice to consumer if a final adverse employment decision is made.

Your Duties Under the Fair Credit Reporting Act