Learn the hiring steps

Sign in, finish a free course, and read what the certificate of completion does and does not mean.

Invite, candidate flow, report. Never type a Social Security number on the employer side.

What the five-dollar employment report contains, what the labels mean, and what this build does not include.

A short written rule for who may order a check, what they must not type, and where adverse action lives.

Permissible purpose, a standalone disclosure, written authorization, and the two adverse-action notices.

A standalone FCRA disclosure, written authorization, and state notices as their own documents.

Pre-adverse notice, a real wait, candidate responses, and the final notice the FCRA describes.

Offer-first rules sit on top of the FCRA. This course maps the idea, not every ordinance.

Conditional offer first, then a Fair Chance analysis under Article 23-A if you might withdraw.

Two grounds to deny, eight factors to weigh, and what a New York consumer report may not contain.

Five or more employees, offer first, three-factor assessment, then a written preliminary notice and five business days.

RCW 49.94 since 2018, with 2025 amendments phasing in on July 1, 2026 and January 1, 2027.

Offense, time, and the job — then the extra factors your location's worksheet requires.

Seven-year rules, the federal $75,000 line, and the pay bands this product actually uses.

The statement a candidate sends you, the dispute ScreenForge opens, and the clock that only moves later.

The disclosure, the purpose, the two notices, and the difference between willful and negligent liability.

The employment report is not a score. Selection tools that rank people sit under different rules.

The product path from the employer agreement to the report, and to adverse action when the report matters.

Set up the company, finish credentialing, and invite the people who order.

Disclosure, authorization, the pre-adverse packet, and the final notice.

Order the check, leave identifiers to the candidate, and stop before adverse action.

Same job-related questions, a written score, and disability questions that generally wait for a conditional offer.

Form I-9, Form W-4, the posters that apply, and a first week that does not collect a Social Security number by text.

Your company rules, separate from posters, Form I-9, and the background-check disclosure.