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For U.S. employers, safe applicant screening means using consistent, job-related checks and following the rules for any background report—not assuming an applicant is dangerous. If a specific concern justifies extra precautions at an in-person interview, choose proportionate steps such as meeting in a staffed area or having a colleague join. Federal, state, and local requirements vary.
Set fair screening criteria before reviewing applicants
Decide in advance which qualifications and checks are relevant to the job’s actual duties. Apply the same criteria and process to each applicant, and use information only in a nondiscriminatory way. The EEOC and FTC’s joint employer guidance says: “In all cases, make sure that you’re treating everyone equally.” That document, issued March 11, 2014, is agency guidance, not a law, and it does not replace current state or local requirements. Read the EEOC and FTC employer guidance.
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Not every employer must run a background check. Consider whether each proposed check is permitted in the relevant jurisdiction and genuinely useful for the role. City and state laws may limit whether or when employers can ask about criminal or credit history. Check the rules where the job is located before adopting or applying a screening policy.
Use the correct process for a third-party background report
When an employer obtains an employment background report from a company that compiles consumer information, the Fair Credit Reporting Act (FCRA) applies. Before requesting the report, the employer must give the applicant a clear written disclosure in a standalone document and obtain written permission. The FTC explains these requirements and applicants’ rights in its consumer guide to employer background checks.
#1 Best Overall
- 【Complete Photo Backdrop Kit】：Includes 1 foldable photo board, 10 double-sided backdrop papers with 20 patterns, 2 clamps, 2 L brackets, and 1 carrying bag. A practical tabletop photography kit for small product photos, flat lays, and daily content creation.
- 【Made for Small Product Photography】：The 16.5 x 11.7 in / 42 x 30 cm A3-size tabletop photo backdrop is designed for food, jewelry, cosmetics, skincare, candles, watches, toys, and mini items. Not intended for clothing, portraits, or large products.
- 【20 Background Styles for More Looks】： The 10 double-sided photo background papers offer 20 styles, including marble, wood, stone, tile, dark texture, and solid color looks. Easily switch scenes to match different products, brand styles, and shooting themes.
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If information in the report may lead you to reject an applicant, follow the required steps before making that decision:
- Before the adverse decision: Give the applicant a copy of the report and the FCRA summary of rights. This gives them a chance to review and dispute information.
- After the decision: If you decide not to hire based on the report, send the required adverse-action notice. It must identify the reporting company and explain that the company did not make the hiring decision and cannot explain the employer’s reasons.
Use the FTC guide for the applicable notice details. Do not treat a report as a final verdict: confirm that its information is accurate and relevant before acting on it.
Rank #2
- COMPLETE FINGERPRINTING SOLUTION: Avoid the hassle of buying supplies separately. Our all-in-one kit includes 5 official standard FD-258 applicant fingerprint cards, 1 law enforcement-grade ink pad, and 1 individually wrapped ink-removing wipe. Perfect for FBI background checks, immigration, CCW permits, and employment (nursing, teaching, etc.).
Assess criminal-history information in context
A criminal record does not by itself establish that someone poses a current danger or cannot do a particular job. Evaluate whether accurate information relates to the role’s duties and risks, and give the applicant a chance to explain it. EEOC guidance says an arrest alone is not proof of guilt; an employer may ask about the conduct underlying an arrest, but should assess the facts rather than treating the arrest as a conviction. See the EEOC guidance on arrest and conviction records.
A blanket exclusion based on criminal history can be unlawful. Make any criminal-record policy job-related and consistent with business necessity, apply it consistently, and check state and local restrictions. When a report may be wrong or incomplete, allow the applicant to raise the issue and follow the reporting company’s dispute process before reaching a decision.
Rank #3
- 250 FD-258 cards, used by the Federal Bureau of Investigation (FBI), U.S. Citizenship and Immigration Services (USCIS), and other state and federal agencies. FD-258 cards are intended for all applicant-level processing, including employment screening, professional licensing, and immigration applications.
- This is the current version (10/31/2023) of the FD-258 Applicant Fingerprint Card.
- Includes a printed guide and a link to a video detailing the standard procedure for rolling fingerprints.
Keep medical and genetic information out of pre-offer screening
Do not ask medical questions before making a conditional job offer. Do not seek genetic information, including family medical history, except in limited circumstances recognized by law. These restrictions are separate from any assessment of whether an applicant can perform the job’s essential duties. The EEOC and FTC employer guidance describes these limits; consult applicable federal, state, and local rules for a specific hiring process.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Plan an in-person interview without treating applicants as threats
Ordinary professional arrangements are appropriate for routine interviews. If you have a concrete safety concern or workplace policy calls for added measures, use proportionate precautions—for example, meet in a staffed or public area, have another staff member present, and tell a manager when and where the interview will take place.
Rank #4
- Clear impressions: our thumbprint ink pads can produce clean, clear impressions, can be evenly pressed on many pieces of paper, which allows business owners and office workers to provide clear and detailed instructions for quick executions, convenient and practical to use
- Product detail: the package includes 3 pieces circular stamp pads, each ink pad measures approx. 4.2 x 4.2 x 1.4 cm/ 1.7 x 1.7 x 0.6 inch, enough quantity can meet your various needs or as backup in daily life, you can also share with others
- Portable design: if you are looking for a handy black ink pad for thumbprints, this is a wise option to choose; Easy to fit in a bag or pocket for on the go needs as well; The ink attaches to the skin well to ensure proper marks on the document, so that you don't need to worry about pressing your fingers around multiple times
- Easy wipe: the thumbprint pad would provide clear imprints, safe and useful, the ink can be easily wiped by using a wet wipe or a makeup remover wipe, suitable for both one time use as well as for frequent use; Please be careful not to wait for it to dry before cleaning it
- Broad Uses: our black fingerprint pad works well for office workers and business owners who looking for a handy way to boost security while preventing check and identity fraud, you also can paste the pad in office, company, post office and so on
These are practical options, not universal hiring requirements or FCRA rules. Similar recommendations appear in UK Department for Work and Pensions provider guidance and Florida Agency for Persons with Disabilities employment-support material, but those sources concern narrower settings. They do not show that applicants generally pose a threat or that a background check can guarantee anyone’s safety. Avoid profiling or using a criminal-history check as a substitute for sound interview planning.
Quick Recap
Best Value
- 【10 Pcs 20 Patterns Backdrop Kit】This photo backdrop board kit includes 10 double-sided background papers with 20 patterns, a foldable black/white board,2 clips,2 L brackets, and a carrying bag. A practical tabletop background kit for food, jewelry, cosmetics, candles, and small product photography.
- 【16.5 x 11.7 in for Small Product Photos】Designed for mini and small product photography, flat lay shots, and desktop scenes. Please check the size before purchase; it is not for large products, clothing, portraits, or full-size room backgrounds.
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- 【Wipe-Clean Coated Surface】The coated background paper surface is easy to wipe after food, drink, or cosmetic shooting. Please clean gently with a damp cloth and avoid soaking the edges in water to help extend the life of the backdrop papers.
- 【Easy Tabletop Setup & Portable Storage】Use the foldable board, clips, and L brackets to build flat lay or 90° wall-and-floor scenes in minutes. The compact design and carrying bag make it easy to store, carry, and use at home, in a small studio, or for content creation.
Use a consistent process from application to interview
- Define role-related criteria: Decide what qualifications and permitted checks matter for the duties before reviewing applicants.
- Verify relevant information fairly: Use lawful, consistent steps. If you obtain a third-party report, provide the standalone disclosure and obtain written authorization first.
- Review, do not rubber-stamp: Check accuracy and job relevance; let the applicant respond to criminal-history information or apparent errors.
- Follow adverse-action procedures: Provide the report and rights summary before deciding against an applicant based on it, then issue the required notice after the decision.
- Arrange the meeting proportionately: Use normal professional settings; add a colleague or other precaution when a specific concern or policy supports it.
- Protect sensitive information: Keep pre-offer medical and genetic questions out of screening, and confirm local hiring restrictions.
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