Adjudication



Description
Establishing an adjudication process can streamline the review of pre-employment screening results and ensure consistent hiring decisions.

Certifinder works with our clients to apply specific criteria to determine if an applicant’s background verification is acceptable. There are typically three potential responses in the process:
Adjudication prioritizes acceptable risk levels and articulates the hiring criteria for an organization.
Once implemented, the adjudication matrices categorize and filter data results in a user-friendly way that saves time and shortens the hiring process. An adjudication process will minimize decision variables and provide uniformity throughout the organization. The adjudication criteria may be influenced by regulatory compliance rules, legal interpretation or corporate policy guidelines.

Features

FAQ
Is adjudication required under the FCRA?
The Fair Credit Reporting Act does not require an adjudication process. Each employer should evaluate the results from pre-employment screening based on the nature of the job and acceptable risk levels.

Will adjudication create extra steps in our screening processes?
Adjudication provides the framework and guidelines to reduce the time needed to review data results and make a decision concerning the eligibility of the applicant.

Does adjudication shift the hiring decision to Certifinder?

The client retains the responsibility for the hiring decision. Adjudication helps facilitate the hiring process as determined by the client.

Adverse Action Fulfillment

Clients that use adjudication often have us manage their FCRA adverse action process as well. There are currently three basic steps in the documented process:
Management of the adverse action process is contractually agreed to by the client and may be influenced by regulatory compliance rules, legal interpretation or corporate policy guidelines.