Decisional in Background Checks: What Employers Look for and How It Affects You
To truly understand decisional results in background checks, we must first grasp the basics of background checks and how they are used in the hiring process. Employers run these checks to confirm that candidates do not pose a potential risk to the company or its stakeholders. They often include a review of your criminal history, credit reports, employment verification, and even social media activity. Most importantly, the results of these checks fall into three categories: clear, adverse, or decisional.
What Is Decisional in a Background Check?
A decisional result means that the background check has revealed some information that is not immediately disqualifying, but it raises concerns that require further review or deliberation. Think of it as a yellow flag—not an outright red one, but something that demands attention. Decisional results leave employers in a tough spot because they must weigh the potential risks against the candidate’s qualifications.
For instance, if a candidate has a misdemeanor from several years ago or has been involved in minor legal disputes, the result may be deemed “decisional.” The hiring manager might pause to consider how relevant this information is to the job role. Does it really pose a risk for an office job? Probably not. But if you're applying for a financial or security-related position, even small infractions may raise concerns.
Common Reasons for Decisional Background Check Results
A background check can yield a decisional result for various reasons. Below are the most common scenarios:
- Criminal History: Misdemeanors, non-violent offenses, or cases that are pending can lead to a decisional outcome. The employer may need more context, such as the age of the conviction or whether it directly relates to the job duties.
- Employment Gaps or Inconsistencies: If there is a significant gap in your employment history or if previous job roles do not align with what you've stated on your résumé, employers may mark the result as decisional.
- Credit Issues: Particularly in roles that require financial responsibility, a poor credit history or ongoing bankruptcies could cause a hiring manager to pause and reflect on whether you're the best fit for the role.
- Licensing or Certification Problems: If you lack a certification that is vital for the job, or if your professional license has been flagged for disciplinary reasons, this could lead to a decisional result.
- Inconclusive Drug Test Results: Some companies may include drug testing in the background check. If the result of a drug test is inconclusive or borderline, the company might classify the background check as decisional while they await further clarification.
How Employers Handle Decisional Results
When a decisional result arises, the employer is faced with a choice: do they proceed with the hiring process, or do they dig deeper into the findings? Most companies have a specific protocol to follow when dealing with decisional results.
Here’s what typically happens next:
- Further Investigation: The employer may reach out to the candidate to provide more information or context. For instance, if your background check reveals a misdemeanor, they may ask you to explain the circumstances.
- Risk Assessment: Employers will often perform an internal risk assessment to determine whether the findings pose a serious threat to the organization. This can involve consulting legal advisors or running additional checks.
- Decision Committee: In some organizations, a committee reviews all decisional background check outcomes and makes a final determination about whether the candidate should be hired.
- Conditional Hiring: Some companies might offer the job conditionally, meaning that you’re hired, but with the understanding that further background checks or compliance with certain policies are required before the offer becomes final.
The Role of Fair Chance Laws
It’s important to note that many jurisdictions have passed “fair chance” laws, also known as “ban-the-box” laws, that limit an employer’s ability to immediately disqualify candidates based on criminal history alone. In these places, employers must take a more holistic approach when dealing with decisional results and consider factors like the nature of the offense, how long ago it occurred, and whether it’s relevant to the job role.
Fair chance laws have led to an increase in decisional results because employers can no longer automatically reject candidates with criminal backgrounds. Instead, they must carefully review the details and determine whether the candidate still qualifies for the position.
How to Handle a Decisional Result in Your Background Check
As a job seeker, facing a decisional result can feel nerve-wracking, but it’s not the end of the road. Here are some steps you can take to improve your chances:
- Be Proactive: If you know there’s something in your background that could lead to a decisional result, address it upfront during the interview process. This can show that you are honest and willing to discuss any issues.
- Provide Context: When employers ask for clarification on your background, be ready to provide detailed explanations and documentation that support your case.
- Focus on Your Qualifications: During the hiring process, make sure to emphasize your qualifications, experience, and skills. This can help shift the focus away from any negative aspects of your background.
- Seek Legal Advice: If you feel that a decisional result is being used unfairly, or if you believe the background check has inaccurate information, you may want to seek legal counsel to understand your rights.
Statistics and Industry Trends on Decisional Background Checks
To give you an idea of how common decisional results are, consider these statistics from a 2023 survey of hiring managers and HR professionals:
| Result Type | Percentage of Background Checks |
|---|---|
| Clear | 72% |
| Adverse | 20% |
| Decisional | 8% |
While decisional results only make up a small portion of background checks, they are becoming more prevalent in industries that are heavily regulated, such as healthcare, finance, and government.
Why Employers Use Decisional Background Checks
Employers lean on decisional background checks because they offer a middle ground that allows for a deeper look into the candidate's past without making snap judgments. For companies, this nuanced approach can be critical in ensuring they hire the right person without prematurely disqualifying potentially great candidates.
Decisional results can also protect employers from legal risks. If they immediately reject candidates based on something minor, they could open themselves up to lawsuits, especially if the disqualification was based on protected characteristics such as race, age, or criminal history.
What’s at Stake for Job Candidates
For job seekers, a decisional result is a reminder that while background checks are thorough, they are not infallible. Some information may be outdated, misleading, or irrelevant to the job role. If you find yourself in a situation where a decisional result is affecting your chances of landing a job, don’t be discouraged. There are pathways to resolve the situation, and employers are often willing to listen.
In conclusion, decisional background checks are a balancing act for both employers and job seekers. They provide room for negotiation and deeper understanding, rather than flat-out rejection. While the term “decisional” may stir up anxiety, it doesn’t mean the door is closed—it simply means it’s time for a closer look. Understanding this process and how to navigate it can make all the difference in securing your next job.
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