Discuss Background Checks With Applicants

Jane Applegate’s column on employment background checks (“Checking Up on Job Applicants,” Dec. 26) was troubling from a privacy perspective.

One background check company was quoted as saying, “We find some form of negative information in about 25% of the individuals screened.” What the article does not point out is that the computer databases which such companies use to compile dossiers are far from error-free. And even if accurate, such reports can contain misleading information that could harm applicants’ chances of getting hired.

With the exception of credit reports and consumer investigative reports, neither employers or information brokers have an obligation to disclose to job applicants the results of background checks. This means that applicants can find themselves in a Kafkaesque nightmare where they are repeatedly turned down for jobs without knowing the reason why.

The article recommends that the employers disclose in job ads that they intend to conduct a background check on applicants. We believe this is a good practice . . . as far as it goes. We would add a few steps to balance the equation. The employer should also state that all findings will be shared with the applicant, and that the applicant will have the opportunity to discuss the report with the employer in order to clear up erroneous or misleading information.

BETH GIVENS

Project Director

Privacy Rights Clearinghouse

University of San Diego