What Does Consider Mean on a Background Check?
When you submit to an employment pre-screening through consumer reporting agencies like Checkr, HireRight, or Sterling, seeing the word Consider listed on your background check status report can be nerve-wracking. In background screening terminology, Consider does not mean that your report has been failed or rejected. Instead, it indicates that the screening software or human researcher detected one or more records that did not receive an automatic clear rating under your prospective employer specific adjudication guidelines, requiring manual human review by hiring managers.
Understanding what triggers a Consider flag empowers candidates to respond proactively and protect their career opportunities. The flag can stem from minor traffic infractions, mismatched dates of previous employment, discrepancies in university degree titles, pending court charges, or non-violent misdemeanor records. Federal regulations under the Fair Credit Reporting Act (FCRA) guarantee job candidates robust legal rights, ensuring you receive notice and an opportunity to dispute inaccurate records before any adverse hiring decision is finalized.
Third-party screening vendors operate as neutral data collectors governed strictly by the Fair Credit Reporting Act (FCRA). When a company configures a background screening package, they provide an adjudication matrix. For instance, a delivery company might automatically approve applicants with clean driving records, but establish an automated rule that flags any candidate with two or more speeding tickets for human consideration. In this scenario, the screening agency does not disqualify the candidate—it simply tags the file with Consider.
Understanding how screening statuses transition from raw data collection to a final hiring verdict clarifies the process. The table below outlines standard background check status definitions and what they mean for your application.
| Background Status | Technical Meaning | Impact on Job Application |
|---|---|---|
| Clear | No adverse records identified; meets all matrix criteria | Application proceeds directly to final hiring approval |
| Consider | One or more records require manual HR evaluation | HR reviews record relevance; may request explanation |
| Suspended / Pending | Screening vendor needs additional candidate documentation | Candidate must submit tax forms, diploma, or ID copy |
| Adverse Action | Employer proposes or finalizes rescission of job offer | Triggers formal FCRA dispute window and official notice |
When an employer reviews a Consider status, they must comply with Title VII of the Civil Rights Act and Equal Employment Opportunity Commission (EEOC) enforcement guidelines. Employers cannot legally enforce blanket bans against any individual with a criminal history. Instead, they must perform an individualized assessment considering the Green factors: the nature and gravity of the offense, the time that has passed since conviction or completion of sentence, and the specific nature of the job held or sought.
To see how employers assess various types of flagged records, consider the following evaluation criteria across typical background check categories.
| Flagged Category | Common Root Cause | Typical Employer Decision Factor |
|---|---|---|
| Motor Vehicle Record (MVR) | Speeding tickets, expired license tag | Critical for driving roles; ignored for desk jobs |
| Employment Verification | Resume date mismatch, contractor vs employee | Easily cleared with W-2 forms or paystubs |
| Criminal Record Check | Misdemeanor conviction from several years ago | Assessed via EEOC Green factors for job relevance |
| Education Verification | University name change, unaccredited certificate | Candidate provides official sealed transcript |
If you discover that your report contains an inaccurate public record or identity error, immediately initiate a dispute through the screening agency online dispute resolution portal. By exercising your rights and communicating clearly with HR, you can successfully navigate a Consider flag and protect your career trajectory.
How Candidates Should Handle a Consider Background Check Status
Download and Review the Full Screening Report
Access the screening portal to download the complete consumer copy of your background check, identifying the exact section marked with the Consider flag.
Verify Factual Accuracy of the Flagged Record
Check court dates, charge severity (felony vs misdemeanor), and case dispositions to ensure the record belongs to you and does not reflect identity confusion.
File an Official FCRA Dispute for Inaccuracies
If the information is incorrect, expunged, or misreported, submit an immediate formal dispute directly to the background screening agency with court documentation.
Provide Context and Rehabilitation Evidence to HR
If the record is accurate, contact your hiring manager respectfully to provide context, letters of recommendation, and evidence of professional growth.
Frequently Asked Questions (8 Questions Answered)
Q1: Does Consider mean I will not get the job?
No, Consider simply means an item requires individual human review; many employers routinely hire applicants after reviewing minor or non-relevant records.
Q2: What is the difference between Clear and Consider on Checkr?
Clear means no disqualifying records were found based on company rules; Consider means information was flagged for human evaluation.
Q3: What common records trigger a Consider status?
Common triggers include speeding tickets on driving records, employment date discrepancies, unverified diplomas, and misdemeanor arrest records.
Q4: Can an employer deny me a job without telling me about the Consider flag?
No, under the FCRA, employers must send a Pre-Adverse Action Notice including a copy of your report before taking negative employment action.
Q5: How long do I have to respond to a Pre-Adverse Action Notice?
Federal law typically allows at least five business days for candidates to dispute inaccuracies or submit explanatory context to the hiring team.
Q6: Can expunged or sealed records show up as Consider?
Expunged records should legally never appear; if an agency mistakenly reports an expunged case, you have grounds for an immediate FCRA dispute.
Q7: What is an individualized assessment under EEOC guidelines?
The EEOC requires employers to weigh the nature of the offense, time elapsed, and direct relevance to the specific job duties before denying employment.
Q8: Can a bad credit history trigger a Consider status?
Yes, for financial or accounting roles requiring credit checks, high collections balances or bankruptcies can flag a Consider status.
Final Thoughts & Key Takeaways
A Consider status on a background check is not an outright rejection; it simply indicates that an item requires manual human review under company hiring policies. Understanding your rights under the FCRA ensures you receive fair consideration, access to your screening files, and an opportunity to provide context or dispute inaccuracies. Remaining proactive, transparent, and responsive is the most effective strategy for resolving a Consider status successfully.