If a candidate disputes the results of their background check, the talent acquisition company should review the results with the background check provider and resolve any inaccuracies with the candidate. If the dispute cannot be resolved, the candidate may also file a complaint with the appropriate government agency.

The Fair Credit Reporting Act (FCRA) is significant in the background verification process in talent acquisition because it regulates the use of background check information by employers. The FCRA requires that employers obtain written consent from candidates before conducting a background check, provide a copy of the background check report to the candidate, and follow certain procedures if the background check results are used as a basis for denying employment.

A talent acquisition company can ensure the protection of candidate privacy during the background verification process by obtaining written consent from candidates before conducting a background check, verifying the information obtained with the candidate and relevant sources, and complying with all relevant laws and regulations, including FCRA. It is also important to keep the information obtained confidential and secure and use it only for the purpose for which it was obtained.