When applying for a position at a reputable institution like USAA, it's natural to wonder about the thoroughness of their hiring process, especially the background check. This comprehensive guide will walk you through what to expect regarding USAA's background checks, how far back they typically go, and what information they generally look for.
Are you ready to embark on a journey to understand the intricacies of USAA's background check process? Let's dive in!
Understanding the USAA Background Check: A Step-by-Step Guide
USAA, like many major financial institutions, conducts comprehensive background checks to ensure the integrity and security of its workforce and, by extension, its members' financial well-being. This isn't just a formality; it's a critical step in their commitment to trust and reliability.
Step 1: The Contingent Offer and Your Consent
The background check process at USAA typically begins after you receive a contingent offer of employment. This means that while you've been selected for the role, your official employment is dependent upon successfully passing the background check.
- Your Engagement: At this stage, you'll be asked to provide your explicit consent for USAA to conduct the background check. This is a crucial legal requirement, as consumer reporting agencies (CRAs) cannot perform these checks without your permission. Read all documents carefully before signing.
Step 2: The Scope of the Background Check - What USAA Looks For
USAA's background checks are designed to be thorough and may cover various aspects of your history. While specific checks can vary based on the position's requirements and legal regulations, here's a general overview of what they typically investigate:
Sub-heading: Employment and Education Verification
- Employment History: USAA will verify your past employment, including dates of employment, job titles, and sometimes reasons for leaving. They are generally interested in your work ethic, stability, and whether your resume accurately reflects your professional journey. Some sources indicate they may look back at least 5 years, with the possibility of going further depending on the job.
- Education Verification: Your academic qualifications, including degrees, diplomas, and certifications, will be confirmed with the respective institutions. This ensures that the educational credentials you've presented are legitimate.
Sub-heading: Criminal History Check
This is often the most scrutinized part of a background check. USAA will look for:
- Felony and Misdemeanor Convictions: This includes any past convictions at the federal, state, and county levels.
- Pending Charges: While not convictions, pending charges might be considered depending on their nature and relevance to the role.
- Sex Offender Registry Checks: A standard part of nearly all employment background checks, this involves searching national sex offender registries.
- Federal District Courts Search: For individuals who have resided in different districts, a search of federal court records will be conducted.
Sub-heading: Financial and Credit History
Given USAA's nature as a financial services company, your financial responsibility is important. They may review:
- Credit Reports: This can reveal patterns of debt, bill payment history, and any significant financial issues like bankruptcies. While some adverse information (like bankruptcies) older than 10 years may be excluded by the Fair Credit Reporting Act (FCRA), credit history checks commonly go back at least seven years.
- Civil Judgments and Liens: Information on civil suits, civil judgments, and paid tax liens can also be reported, typically for a period of seven years.
Sub-heading: Identity and Other Checks
- Social Security Number (SSN) Validation: To confirm your identity and ensure the SSN provided is valid and associated with you.
- Driving Records (MVR): For positions that involve driving or operating company vehicles, your motor vehicle record will be checked for violations and convictions.
- Professional Licenses: If your role requires specific professional licenses, their validity and standing will be verified.
- Drug Testing: Many positions at USAA, especially those impacting safety or operational integrity, will require a pre-employment drug test.
Step 3: How Far Back Does it Go? The "Lookback Period"
This is often the most asked question, and the answer isn't always a simple number, as it's influenced by federal and state laws, and the nature of the information.
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The Common Standard: Seven Years: For most employment background checks, particularly for criminal records (excluding convictions) and credit information, a seven-year lookback period is very common. This is largely due to the Fair Credit Reporting Act (FCRA), which prohibits consumer reporting agencies from reporting certain adverse information (like arrests not leading to conviction, civil suits, and paid tax liens) that is older than seven years.
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Criminal Convictions: No Federal Limit, but State Variations Exist: The FCRA does not impose a limit on how far back criminal convictions can be reported. This means convictions could potentially be reported indefinitely. However, many states have enacted laws that limit the reporting of criminal convictions to seven years, or sometimes longer (e.g., ten years), or may have specific monetary thresholds for salary that allow a longer lookback.
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Bankruptcies: Bankruptcies can generally be reported for up to ten years.
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Education and Professional Licenses: Verification of education and professional licenses can often go back indefinitely or for the duration of their validity, as these are permanent records.
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Driving Records: The lookback period for driving records can vary by state, often ranging from three to seven years.
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USAA's Specific Stance: While specific internal policies are not publicly detailed, USAA's FAQ states that they conduct "thorough background checks, typically going back at least 5 years." This indicates a strong adherence to common industry practices and legal guidelines. For sensitive roles, or those requiring higher security clearance, the lookback period might be extended where legally permissible.
Step 4: The Role of Third-Party Agencies
USAA, like many large corporations, often partners with third-party background check providers (like HireRight, as mentioned in some online discussions) to conduct these checks. These agencies specialize in gathering and verifying the necessary information in compliance with legal regulations.
- Accuracy and Disputes: If there's any information that the background check company has difficulty verifying, or if you believe there's an inaccuracy in the report, they will typically reach out to you for clarification or documentation. You have the right to dispute any inaccuracies found in your background check report under the FCRA.
Step 5: Review and Decision
Once the background check is completed, the results are provided to USAA's hiring team. They will review the information in conjunction with your application and interview performance.
- Fair Chance Ordinances: It's important to note that USAA, particularly in locations like San Diego County and Los Angeles County, considers qualified applicants with criminal histories in accordance with "Fair Chance Ordinances" and the California Fair Chance Act. This means that they will generally not ask about criminal history or conduct a background check until a conditional job offer is made. If concerns arise from a conviction directly related to the job, you will be given an opportunity to explain the circumstances or challenge the report's accuracy.
10 Related FAQ Questions with Quick Answers
How to Prepare for a USAA Background Check?
- Be honest and transparent on your application and during interviews. Gather documentation for employment history, education, and any relevant professional licenses in advance.
How to Understand the Fair Credit Reporting Act (FCRA) in relation to background checks?
- The FCRA is a federal law that regulates how consumer reporting agencies collect, disseminate, and use consumer information, including background checks. It ensures accuracy, fairness, and privacy of the information.
How to Dispute Inaccurate Information on a Background Check?
- If you find inaccurate information, contact the background check company directly and provide evidence to support your dispute. They are legally obligated to investigate.
How to Know if My Criminal Record Will Show Up?
- It depends on the type of offense, the time elapsed since the conviction or arrest, and the specific state laws. Convictions often have longer reporting periods than arrests not leading to conviction.
How to Expedite the Background Check Process?
- Ensure all information provided on your application is accurate and complete, and respond promptly to any requests for additional documentation from USAA or their background check provider.
How to Deal with a Negative Item on My Background Check?
- If a negative item appears, be prepared to explain the circumstances honestly and show how you've grown or resolved the issue. For criminal history, consider if rehabilitation efforts or community involvement are relevant.
How to Check My Own Background Report?
- You can request a copy of your own consumer report from various consumer reporting agencies. This is a good way to identify and rectify any inaccuracies before applying for jobs.
How to Know if a Drug Test is Part of the USAA Background Check?
- Many positions, especially in financial services, include drug testing as part of the pre-employment screening. It's safe to assume it might be included unless explicitly stated otherwise.
How to Handle Employment Gaps on My Resume During a Background Check?
- Be prepared to explain any employment gaps. Honesty is key. You can briefly describe how you spent your time during these gaps (e.g., further education, caregiving, personal development).
How to Ensure All My Education is Verified by USAA?
- Provide accurate names of institutions, dates of attendance, and degrees or certifications earned. If you have international degrees, ensure they are properly credentialed or evaluated.
