Discrepancy
A discrepancy is any inconsistency or mismatch between the information obtained during a background check and the details provided by an applicant or employer. Discrepancies can occur in any screening component—including employment verification, education history, criminal record searches, or motor vehicle reports—but are most frequently found during Social Security Number (SSN) Trace checks when results do not align with the applicant’s name or number submitted.
Compliance note
- Employers must handle discrepancies carefully under the Fair Credit Reporting Act (FCRA) to ensure applicants have an opportunity to dispute inaccurate information.
- Discrepancies should never be used as an automatic basis for disqualification without further investigation and proper pre-adverse and adverse action procedures.
- The Equal Employment Opportunity Commission (EEOC) recommends evaluating discrepancies in a consistent and non-discriminatory manner.
- Partnering with an accredited Consumer Reporting Agency (CRA) helps ensure discrepancies are verified and reported accurately.
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Frequently Asked Questions
Q: What does a discrepancy mean in a background check report?
A: A discrepancy means the information returned by the screening process does not match what the applicant or employer provided—such as mismatched employment dates, names, or Social Security Number Trace results.
A: A discrepancy means the information returned by the screening process does not match what the applicant or employer provided—such as mismatched employment dates, names, or Social Security Number Trace results.
Q: What should an employer do when a discrepancy is found?
A: Employers should verify the information, contact the Consumer Reporting Agency (CRA) for clarification if necessary, and follow FCRA pre-adverse and adverse action steps before making any final hiring decisions.
A: Employers should verify the information, contact the Consumer Reporting Agency (CRA) for clarification if necessary, and follow FCRA pre-adverse and adverse action steps before making any final hiring decisions.
Q: Are all discrepancies negative indicators?
A: Not necessarily. Some discrepancies may result from simple data entry errors, outdated records, or name variations. Employers should evaluate the nature of each inconsistency before taking action.
A: Not necessarily. Some discrepancies may result from simple data entry errors, outdated records, or name variations. Employers should evaluate the nature of each inconsistency before taking action.
DISCLAIMER: The information provided in this glossary is for general informational purposes only and should not be construed as legal advice. While we strive for accuracy, EDIFY Background Screening does not guarantee that the definitions or explanations are complete, up to date, or error-free. Employers should always consult with competent legal counsel to ensure compliance with applicable laws and regulations.
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