What Does ‘Consider’ Mean on a Background Check?

A background check is often the final hurdle. The end of a long, tedious process is in sight, but just as you think it’s all over, the word ‘consider’ pops up. Not a clear-cut pass or fail – somewhere in between, but what does it mean? Is it a good sign, a bad sign, or somewhere opaque in the middle? 

Let’s take a look. 

Understanding Background Check Statuses

While we might wish them to be nice and straightforward, background checks and the results they produce are often far from it. You probably hope for something straightforward like “clear” or “flagged,” but terms like “consider” add a layer of complexity that requires thought on the part of the employer. 

What Does ‘Consider’ Mean on a Background Check?

Simply put, a considered status means that something in the background check requires further evaluation. It’s not necessarily a bad sign, but something has been flagged; otherwise, the check would have come back clear. It’s a signal that whoever has requested the check needs to take a closer look at one or more parts of the report before making a decision. 

It’s important to remember that ‘consider’ doesn’t automatically spell trouble. 

Common Reasons for a ‘Consider’ Status on a Background Check

Here are some of the most common reasons why a background check might return a ‘consider’ status:

Criminal Records

A ‘consider’ flag could be down to a criminal record, but it won’t necessarily disqualify the candidate immediately. A minor offense from years ago might appear on a background check, but employers can look at the type of offense, how long ago it occurred, and whether it’s relevant to the job you’re applying for. 

Discrepancies in Employment History

Another common trigger for a ‘consider’ status is a discrepancy in employment history. This could be innocent enough—a mismatch in dates, an unlisted job, or a title that doesn’t align with what was reported—but it’ll be something a candidate will need to explain to a prospective employer. 

These flagged problems are significant because they can also highlight potential dishonesty within the hiring process.

Pending Court Cases

A pending court case will also likely trigger a ‘consider’ status. These cases could be civil, criminal, or related to other legal matters. Employers generally want to know if any ongoing legal issue could affect your ability to fulfill your job responsibilities. 

However, pending doesn’t mean guilt—employers must weigh these cases’ potential impact carefully.

Credit Report Issues (for Financial Roles)

A credit report is often a fundamental part of the hiring process for financial or upper management roles. If any issues appear here, this will almost certainly trigger a ‘consider’ status. The candidate will then be required to explain the situation, and the employer will consider the context and how these issues relate to the specific role.

Substance Abuse Test Results

A failed or inconclusive substance abuse test might result in a ‘consider’ status, especially if it’s for a position where safety is a primary concern—such as those in transportation or healthcare. 

Misconceptions About a ‘Consider’ Status

Numerous misconceptions exist about what a ‘consider’ status on a background check means. 

Misconception: Immediate Disqualification

Most assume that a ‘consider’ status is akin to an enormous red flag leading to immediate disqualification, which is far from the case. Consider is not outright rejection; it simply means further consideration is required, probably because of one of the above-mentioned points. 

Misconception: Employers Won’t Contact You for Clarification

If an employer has reached the stage of requesting a background check, they must be keen on the candidate, meaning it’s still very likely that they’ll contact them if something comes up. Employers often reach out to allow candidates to explain any discrepancies or provide additional information. 

Misconception: Only Serious Offenses Trigger ‘Consider’

A considered status isn’t necessarily linked to severe offenses. In fact, it’s more likely to be due to minor discrepancies—like an incorrect date on your resume or a clerical error.

How Should Employers Handle a ‘Consider’ Status?

If a ‘consider’ status comes back from a background check, the employer must approach with a fair and open mind. Here are a few steps to follow: 

• Review the Report Thoroughly: Carefully review the background check and highlight where the ‘consider’ status originated and why. Is it a minor discrepancy or something more serious?
• Communicate with the Candidate: Speak with the candidate for clarification. Often, the issue is simple and can be resolved with a quick explanation.
• Consider the Relevance: Balance any possible offense or mistake against present relevance. A misdemeanor from years ago may not be a concern for an office job, but it could be more important for a role requiring high trust.
• Follow Legal Guidelines: It’s crucial to comply with legal guidelines like the Fair Credit Reporting Act (FCRA), which requires notifying candidates if their background check results influence hiring decisions.

Frequently Asked Questions

Will a ‘Consider’ Status Affect Future Job Applications?

The ‘consider’ status itself won’t affect future job applications, but the reason behind it might. If it’s a criminal record, this will appear on future checks, but if it’s a clerical error, perhaps on your part, fixing it should take care of the problem once and or all. 

Final Thoughts

A ‘consider’ status needn’t be doom and gloom. It simply means that further investigation or explanation is required before a candidate can be officially offered the job. However, it does highlight the importance and ongoing need for thorough and accurate background checks. 

ScoutLogic provides comprehensive background screening services for every industry. Peace of mind is crucial when hiring a new employee, and we can help put those lingering doubts to bed.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.