The CICS Way
Our approach is centered in empowerment – we surface relevant insights to create a more complete picture of each candidate, laying the foundation for better hiring decisions.
The Dimensions of a Criminal Screen
Scanning the surface
For a fluid experience, it’s critical that we start with a strong foundation. We help clients ask the right questions and collect complete, accurate information early in the process. Details like candidate name and date of birth seem obvious but can often be a source of errors. We further simplify collaboration with over 110 ATS and HRIS integrations with platforms like ADP, iCIMS, Workday, and dozens more. This lays the groundwork for an average 1–2 day turnaround.
Mapping the layers
The next step is always the address history trace. Our findings help us map the research we’ll need based on the candidate’s unique history. Our team’s experience shines here — we’re especially adept at spotting inconsistencies at this early stage. Knowing that the candidate is the best source for comprehensive information, we help clients ask the right questions to proceed with confidence.
Exploring the depths
County Criminal Research can be complicated. There’s no easy button and no one-size-fits-all solution. Layering in Federal Criminal History adds complexity. Our collective experience sets us apart — we know where to search and when to continue searching. The information we need may be revealed in a National Criminal Database search, stored in varied formats, distributed across multiple locations, or exist only in physical archives.
Broadening the scope
We help our clients hire great people while advocating for candidates. We tailor our screens based on hiring goals and the candidate’s prospective role. A finance role, for example, may require an OFAC or Global Watchlist check. We might look at MVR driving records for a candidate who will use company vehicles or add a FACIS search for a role in healthcare. By aligning with client goals, we adapt our process to deliver relevant information.
Drawing from our collective expertise and technical knowledge, we help clients navigate a world of legal jargon that isn’t easy to understand. People and compliance are always top of mind – we adhere to state and federal reporting requirements, always meeting the legal baseline while equipping clients with additional insights to support informed hiring decisions.
There’s a lot on the line and we recognize the role we play in empowering candidates and clients with accurate and compliant information. We voluntarily maintain PBSA Accreditation, which represents our commitment to FCRA compliance and industry excellence. We’re obsessed with getting it right – offering a background screen and also providing peace of mind.
Revealing the Complete Picture
Showing up as a true partner means going beyond face value to reveal a complete picture of each candidate. In layering data from multiple sources and interpreting each layer relative to the others, we empower better decision-making for clients and candidates. This also helps us deliver key insights that support our clients’ investment in their team and culture.
We know humanity lies in the details. That’s why we approach every background screen as a holistic endeavor, creating a three-dimensional image of each candidate. Putting people first means we dig deeper to educate and advocate for candidates and clients, adding dimension to a process that often lacks transparency and empathy.
Our Guide to Pre-Employment Screens
“The Investigation Begins With You” is a comprehensive introduction to the tactical elements of a background screen and is intended to help you maximize your partnership with CICS. Set the foundation for a seamless hiring experience with our complimentary guidebook download.
Background screening, by nature, is complex. We’ve compiled the following resources to help you navigate the process. Our goal is to provide the most current forms, although we can’t guarantee their usability in all cases. Due to the evolving compliance landscape, we recommend seeking legal counsel before using any of these forms. We’ll update these resources as we learn about any changes in regulations and encourage you to check back from time to time.
This is the form that you have your applicant sign to give you permission to obtain a consumer report (background check). It should always be completely filled out and should accompany every order.
This is a copy of the Consumer's Bill of Rights. You must provide a copy of this bill of rights if you deny employment in whole or in part because of a consumer report provided by us.
This is the form that you have your applicant sign to give you permission to obtain an international consumer report (background check).
This is information to assist you in your efforts to comply with the federal Fair Credit Reporting Act. Please read this document and incorporate the information into your background screening procedures as appropriate.
This is the form that you have your applicant sign to give you permission to obtain a PEER (credit) report.
This form details information regarding consumer privacy as required by the Fair Credit Reporting Act (FCRA).
This is the form that you have your applicant sign to give you permission to obtain a Pennsylvania State Driving Record. They only need to fill and sign 'Section E'.
This document contains a summary of rights specific to consumers in the state of California in both English and Spanish.
This is the form that you have your applicant sign to give you permission to obtain a Washington State Driving Record.
This is information for consumers in New York concerning employment of persons previously convicted of one or more criminal offenses.
This is the form that you have your applicant sign to give you permission to obtain a credential verification.
Ever-changing federal, state, and local laws and regulations impact both how private employers obtain background checks and how they use the information received. This is information that will help you stay compliant in these areas.
This is a sample of the letter that you must send your applicant if you intend to deny employment based upon information that you receive from us.
This document is for applicants who believe they are a victim of identity theft.
This is a sample of the letter that you must send your applicant if you deny employment based upon information that you receive from us.
This is a guide to our platform. It explains the basics of how to submit and view orders.
This document contains information regarding applicable regulations and responsibilities of all persons who furnish information to Consumer Reporting Agencies (CRAs).
This is the form that you have your applicant sign to authorize the Social Security Administration (SSA) to release social security number (SSN) verification.
This guide explains our Electronic Pre-Adverse Action / Adverse Action system.