Frequently Asked Questions

ID Clearance helps employers request screening, confirm candidate information, and review results. Start with Background Checks for package options, Verifications for source-confirmed qualifications, or Persona 360 for a combined candidate profile.

There is no single completion time for every package. Timing depends on the selected checks and source responses. See why individual checks can finish at different times.

Yes. Your role, location, policy, and permitted purpose guide the selection. See role-specific packages for choosing checks and Persona 360 review controls for handling exceptions.

Persona 360 is IDC's combined candidate profile for employers. Visit the Persona 360 FAQs for profile contents, role requirements, and review responsibilities.

A package defines which checks are ordered together. Options include identity, criminal, driving, employment, education, watchlist, and health screening; monitoring is selected separately. Compare available check types before confirming the scope for a role.

A criminal background check focuses on criminal-record sources and related searches. A broader background screening package can also include identity, qualifications, driving records, and other role-specific checks. Criminal searches are one part of that wider picture. Review the Criminal Background Checks FAQs for details on record coverage.

Yes. IDC supports preconfigured packages and combinations of checks and add-ons. Define the role, work location, and screening purpose, then select the appropriate requirements. Reusable packages help your team apply a consistent scope when screening candidates for similar positions.

Candidate identifiers, known aliases, and address history help direct the relevant searches and reduce confusion between people with similar names. An SSN trace contributes identifying and address information; it does not replace a criminal search or a separate verification of employment or education.

IDC lists MVR and DOT-related screening options for driving and safety-sensitive positions. Depending on the selected service, these can address license status, violations, and driving history. Confirm the required records and any additional services with your team before ordering; these checks are not automatically included in every package.

Civil and financial screening options appear in IDC's product offering, including relevant civil records, bankruptcies, liens, and judgments. These are separate from criminal-record searches. Discuss the role, screening purpose, and permitted scope before adding a civil or financial search.

IDC's offering includes coordination of DOT and non-DOT drug testing and occupational health screening. The requested service determines the collection, appointment, and follow-up requirements. Contact sales to confirm the available services for your locations and positions.

A one-time check covers the sources selected for that order. Ongoing monitoring looks for changes in selected sources, such as criminal records, driving history, or sanctions, and flags items for review. Confirm the source scope and enrollment separately; ordering an initial check does not automatically enroll someone in monitoring.

Candidates receive an invitation to a mobile-friendly application, provide requested information and consent, and securely upload supporting documents when needed. IDC highlights English and Spanish application options. The selected checks determine which details are requested.

IDC organizes screening statuses, next-step queues, and results in the candidate record. Authorized team members can distinguish completed work from pending checks and items needing attention. A completed status indicates processing progress, not an automatic hiring decision.

Different checks depend on different sources. A court search, an employer response, and a document request may each have their own timing and follow-up needs. Missing candidate information or manual source work can extend completion. Review each check's status rather than assuming one finished result means the whole package is complete.

The selected package, searches, jurisdictions, and additional services determine the scope and price. Review current pricing or discuss a screening program with sales. Confirm the total for your chosen combination before ordering.

Create an employer account or schedule a consultation. Identify your roles, locations, and required checks, then complete the account and authorization steps before inviting candidates. Your team can start with a defined package and discuss additional services as needs develop.

ID Clearance offers layered searches across county, state, federal, national, and international sources, plus registry and watchlist options. Your selected package determines which searches are included; not every order includes every source. Explore criminal search coverage.

County searches focus on local court records. State searches use relevant state repositories and court sources. Federal searches focus on criminal cases in U.S. federal district courts. These are different record sources, so the appropriate combination depends on the candidate history and screening requirements.

No. A national or multi-jurisdiction database search gathers record signals that can identify locations needing follow-up. IDC presents it as one layer of screening, alongside direct-source searches where needed, rather than a substitute for every county, state, or federal search.

Name, date of birth, known aliases, address history, and SSN trace information help direct searches and distinguish potential matches. An SSN trace informs the search scope; it is not itself a criminal-record search. Candidates should provide requested identifiers through the secure application, not a public contact form or ordinary email.

IDC presents Basic, Professional, and Enterprise packages with different search combinations. You can discuss the role, locations, and additional checks with sales to define the scope. Compare current packages and pricing, then confirm the selected searches and total cost before ordering.

Timing depends on the searches selected, source availability, candidate information, and any manual follow-up. Some results may be available before others. The package page provides typical availability, while the screening record tracks pending and completed work; those estimates are not a guaranteed completion time for every order.

IDC lists sex offender registry and global watchlist searches within its criminal screening options and displayed packages. Registry searches concern registration records; watchlist searches concern sanctions, exclusions, and related lists. They are distinct from criminal court searches. Check your package for the specific sources included.

International searches are part of IDC's product offering. The relevant countries, available records, required information, and expected timing depend on the candidate's history and the screening purpose. Discuss international coverage before selecting a search.

Continuous monitoring checks selected criminal-record and warrant sources for new reportable activity and alerts the organization when review is needed. It is an ongoing service with a defined source scope, not a promise that every record is monitored. Confirm monitoring options and enrollment separately from a one-time background check.

IDC's screening record brings search progress, completed results, and exceptions into an organized review queue. Authorized reviewers assess the information and document next steps. A potential record match or a completed search is not, by itself, a hiring decision.

Candidates can respond to assigned requests through the secure portal so information stays connected to the screening record. For application help or guidance on questioning a result, contact support. Do not include SSNs, identity documents, or report details in the public inquiry form.

Create an employer account or schedule a product consultation. Identify the roles, locations, and searches you need, then complete the required account, purpose, and candidate authorization steps before screening begins.

Verifications focus on candidate-provided information: employment, education, professional credentials, permitted income and payroll details, references, and government-issued identification. The source and details returned vary by check. Explore verification options for the information each service can confirm.

Employment verification compares reported work history with an employer or authorized payroll source. It can confirm employers, job titles, employment dates, and rehire information when available. The details returned depend on the source's records and disclosure practices.

Education verification checks reported qualifications with a school, registrar, or authorized records source. The response can confirm attendance, degrees, graduation dates, and institution details. Select the qualifications relevant to the role and provide accurate institution and attendance information.

Yes. Professional credentials can be checked against the relevant licensing or certification authority. Available information can include the credential number, issuing authority, active status, expiration date, and good standing. Confirm the particular license or certification required for the position.

This service checks reported income or payroll details for the documented verification purpose when permitted. Available information may include the employer, pay period, and compensation details. The requested scope and source access determine what can be confirmed; income information is not automatically part of every employment verification.

Employment verification focuses on factual work-history details. Reference checks gather structured feedback from professional contacts about performance, work style, and the working relationship. Feedback provides context for review but does not replace confirmation of employment dates or qualifications.

Government ID verification examines document validity signals and matches key candidate details to the identification provided. It addresses identity information, not employment history, qualifications, or criminal-record coverage. Submit requested identity documents through the secure application rather than the public contact form.

IDC compares candidate-provided information with a response from the relevant employer, school, licensing body, or authorized records provider. The appropriate source depends on the check. View the Verification Source Explorer for the source path and information each check is designed to confirm.

A candidate may receive a request for missing details or supporting records through the secure application. Those responses stay connected to the verification for follow-up and review. Providing a document does not automatically mean the issuing source has confirmed its contents.

IDC's comparison view separates reported details from source-confirmed information and identifies differences for review. A difference or missing response calls for context and follow-up; it is not automatically evidence of fraud. See the reported-versus-confirmed view.

Timing depends on the verification type, source response, access to records, and any required follow-up. Pending means work remains, such as waiting for the source or candidate information; it does not itself mean the reported information is incorrect. Check the status and next action for the individual verification.

IDC offers scheduled re-verification and monitoring of selected professional credentials for status changes and expiration. Confirm the credentials, source availability, and renewal schedule for your program. A completed one-time verification does not automatically include ongoing monitoring.

Start with the qualifications and credentials each role requires, then choose the verification types and scope. Review current verification packages or discuss your requirements with sales. Confirm the included checks, source requirements, and total price before ordering.

Continuous Checks help organizations follow changes in selected screening sources after the initial check. IDC's monitoring offering connects new signals and renewal needs to review, so your team can assess changes relevant to a person's role rather than relying only on an earlier report.

No. An initial background check establishes the results for the sources selected at that time. Continuous Checks add ongoing attention to the sources included in the monitoring program. Enrollment and coverage should be confirmed separately; completing a one-time order does not automatically activate monitoring.

IDC's product offering includes selected criminal-record and warrant sources, driving records, sanctions and exclusions, and professional credentials. Availability depends on the source and program you choose. Monitoring does not mean every database, jurisdiction, or type of record is included.

No. Source publication, access, and the configured monitoring or re-check schedule affect when a change can be identified. Confirm the expected cadence for each selected source. A source update and an alert reaching your team are separate events, so continuous monitoring is not a universal instant-detection guarantee.

IDC presents monitoring signals in a review queue so authorized team members can assess the information and determine the appropriate follow-up. An alert calls attention to a possible change; it is not an automatic employment decision. Review the source information and the person's circumstances before deciding next steps.

IDC offers monitoring and scheduled re-verification of selected professional licenses and credentials. These can address status changes, expiration dates, and renewal checkpoints against the issuing authority. Explore credential verification and monitoring and confirm the credentials and schedule for your program.

Identify the roles and people in scope, the sources to monitor, and who will review alerts. Confirm the purpose, required authorization, available coverage, and service terms with your screening team. Keep enrollment tied to a defined business need rather than assuming every person needs the same monitoring.

Review whether the existing monitoring scope is still appropriate and arrange any required enrollment changes with your program administrator or IDC. Confirm which records and sources are affected and when the change takes effect. Do not assume a change in another system automatically updates monitoring enrollment.

Inclusion depends on the selected package and monitoring service. Confirm the people, source coverage, schedule, pricing, and enrollment terms before activation. A price for a one-time background check should not be treated as the price for ongoing monitoring. Discuss monitoring requirements with sales.

Schedule a consultation with the roles, approximate enrollment, and record types you want to monitor. IDC can discuss the available scope and setup requirements. For an existing program or a question about an alert, contact support without including SSNs, identity documents, or sensitive report details in the public form.

Persona 360 organizes selected screening results around a role's requirements, with outstanding items and review context in one candidate profile. It helps authorized reviewers consider the evidence together while retaining the underlying source results. Explore Persona 360.

IDC positions Persona 360 as a company screening solution for role-specific candidate profiles. The organization defines the required checks and review criteria. It is not presented as a personal identity-protection subscription or an individual's report-storage service.

A single check answers a specific question, such as whether a license is active or employment dates match a source. Persona 360 organizes the selected checks alongside the role's requirements, outstanding items, and review actions. The underlying sources still matter; the combined profile does not replace them.

IDC's product presentation connects identity, criminal records, MVR and DOT screening, and verifications with configurable review controls and documented actions. The selected package determines the actual checks. View the connected product evidence; not every profile includes every available service.

Yes. Persona 360 is designed around packages and review criteria defined by position, location, and internal screening policy. A driving role can have different requirements from an office position. Explore role-based controls and confirm the checks appropriate to each program.

Selected verifications provide evidence for the qualifications a role requires. Candidate-reported information can be considered alongside the source response, with differences kept visible for follow-up. Read the Verifications FAQs for what each verification type can confirm.

IDC includes MVR and DOT screening in the Persona 360 product offering. Selected driving information, such as license status and violations, can be reviewed alongside other candidate evidence. Confirm the services and requirements for the position; a combined profile alone does not establish that every applicable requirement has been satisfied.

Role-based criteria define the required checks and which items need attention. Exceptions are routed for review with the supporting context. Authorized reviewers assess the information and document next steps; an exception is not an automatic rejection or a substitute for an employment decision.

The Persona 360 workspace brings candidate details, source statuses, exceptions, review notes, notices, and final actions into one connected record. This keeps the evidence and decision context together for authorized reviewers. See the candidate view.

No. A displayed summary score should be considered alongside the underlying checks, source information, and role-specific criteria, not used as a standalone hiring decision. The product page's example score does not establish a universal approval threshold. Ask IDC to explain the scoring scope and interpretation for your configured program.

Discuss ongoing monitoring or scheduled re-verification for the sources and credentials relevant to your roles. Confirm the selected coverage, enrollment, and schedule separately from the initial screening package. Read the Continuous Checks FAQs; creating a Persona 360 profile does not automatically activate every monitoring service.

The role's selected checks determine the information requested. Candidate details, documents, and consent are connected to the profile, with additional information requested when needed. Candidates should use the secure application for sensitive information and candidate support for help with the process.

Contact sales with your roles, locations, screening needs, and expected volume. Discuss the checks, review criteria, and any monitoring or connection requirements, then confirm the package scope and total pricing before ordering. A single profile does not imply that all services are included at one fixed price.

Candidates receive a secure invitation, complete the required information, provide authorization, upload documents when needed, and can follow status updates from a mobile-friendly flow.

The local product direction includes bilingual application and support language, with English and Spanish candidate assistance highlighted across service pages.

Candidate support can help with application questions, document requests, status clarification, and dispute or advocacy workflows when additional guidance is required.

The Candidate Portal is your account area for participating in an ID Clearance screening request. It brings application tasks, requested information, available status updates, documents, and support together. The items you see depend on the checks requested and what has been made available to your account.

Open the Candidate Portal sign-in page or use the link in your IDC invitation. Use the email address associated with your screening request and follow the sign-in instructions. The candidate sign-in page is separate from the employer platform.

Check your spam or junk folder and confirm that you entered the email address used for your screening request. Use the latest code or invitation you receive. If the message is still missing, ask the requesting organization to confirm your email address or contact candidate support. Never share a sign-in code with another person.

Use the password recovery option on the Candidate Portal sign-in page and follow the instructions sent to your account email. You can also use the email-code sign-in option where offered. If you no longer have access to that email account, contact support for identity-verified assistance rather than creating a duplicate account.

Try the most recent invitation and check that the complete link opens in your browser. If it is expired or no longer valid, ask the requesting organization or candidate support for help with a replacement. Do not forward the invitation to another person or post its full link in a public support message.

Review your account and application information before submitting. Use the available edit controls for fields that remain editable. If information is locked, already submitted, or associated with the wrong email address, contact the team and select Candidate Support. Explain which field needs attention without including sensitive identity details in the message.

Read the invitation and prepare the information requested for your checks. This may include address history, employment or education details, a professional license, or a driving credential. Provide only what the secure application requests; the required information varies by screening package.

Use the document-upload area provided in your secure application or portal. Follow the displayed file-type and size requirements, and make sure the requested information is clear and readable. Confirm that the upload appears before leaving the page. Do not send identity documents or full reports through the public FAQ form or ordinary email.

Check the displayed file requirements, your internet connection, and any error message. Try again using a supported file, and avoid repeatedly uploading the same document if it already appears in your account. For help, select Candidate Support in the inquiry form and include your browser, approximate time, and a redacted error message, not the document itself.

Review the status and any outstanding tasks shown for your request. An item may be waiting for your information, a source response, or review. Complete requests directed to you and contact support if an instruction is unclear. A completed screening status is not a job offer or a hiring decision.

Check the reports or documents available in your portal. When a report has been made available to your account, use its authorized view or download option. Not every in-progress result is immediately available. If you cannot find the report you need, ask candidate support for help accessing a copy through the appropriate process.

Use the dispute or support options available with your report or portal, or contact candidate support for guidance. Identify the item you believe is inaccurate and request a secure way to provide supporting information. Keep any confirmation or reference number so you can follow up. Questions about the employer's hiring decision should be directed to the employer.

Sign in through the official IDC portal, keep your email account secure, and never share passwords, codes, or private invitation links. Sign out when using a shared device and avoid leaving downloaded reports on shared computers. If you suspect someone else has accessed your account, use password recovery and contact candidate support promptly.

The current site messaging emphasizes pay-as-you-go screening with no sign-up costs or annual fees.

Yes. Screening cost depends on the package, selected searches, verification types, jurisdictions, and any specialized or ongoing monitoring requirements.

Enterprise teams, high-volume programs, API users, and partners can request a tailored package that matches their hiring workflow, compliance needs, and expected volume.

The connector directory covers applicant tracking, HR and payroll, CRM, finance and analytics, property management, tenant screening, and specialized tools. The portfolio includes implemented and planned connections; available actions and setup requirements vary by tool and account. Explore integrations or contact sales to confirm the connection you need.

Tell us which tool you use and what you want to automate. We can review whether an existing connector, a planned connection, or a custom API approach could fit. Feasibility depends on the provider's API, account permissions, and the information you need to exchange. Availability, scope, and any development work must be confirmed before proceeding.

You will need an account with permission to authorize the connection. Depending on the tool, this may involve an administrator approving access, an API key, or a provider authorization flow. Confirm the required permissions before setup. Enter credentials only through the approved secure connection process; never send passwords, API keys, or access tokens through a demo form or email.

Yes. Bring the name of your tool and what you want to automate. During a consultation, we can review connection requirements, map the information exchanged, and agree on testing and activation responsibilities. Setup effort depends on the connector, your permissions, and any custom requirements. Schedule a demo to discuss your needs.

A supported, configured connector may only need an authorized administrator to approve access and choose settings. A custom API connection generally needs technical help to handle authentication, exchange data, and process updates securely. Share your tool and goals with us so we can identify the right level of help before you commit.

Ask us to confirm the testing options for your connector before activation. Sandbox access and test accounts depend on the provider and your configuration. Where available, use approved sample data to check invitations, status updates, permissions, and error handling, then agree on who approves the move to production. A test should not create a paid screening order or use real candidate data unless separately authorized.

The phrase describes the simple credentials-and-toggle activation experience for a supported connection that is ready to enable. It does not include obtaining administrator permissions, third-party approvals, custom field mapping, testing, or custom development. Confirm those prerequisites for your tool first. The treasure-chest switch on the website is an illustration; it does not connect accounts or start screening.

Request a quote for your tools, screening volume, and intended workflow. Confirm screening charges, any integration setup or ongoing fees, custom development, and any subscription or API charges from the other provider before proceeding. A listing in the directory does not mean the connection is free or included in every screening package.

Where supported and configured, a connection can return screening progress, completion, and review-needed updates to your tool. The available events, fields, and timing depend on the connector. A completed status does not grant unrestricted report access; report links still require the appropriate permissions. The Integration Workflow Explorer shows examples of what connections can send and return.

Check whether the connection is enabled, its authorization has expired, or permissions have changed. Review any available delivery errors and confirm the receiving service is available. Avoid creating another screening order just to retry a status update. For help, contact support with the tool name, approximate time, and a redacted error message. Do not include credentials, SSNs, or candidate reports.

Before disconnecting, confirm which requests and updates will stop and how any queued work will be handled. Do not assume that disconnecting cancels pending checks, deletes stored reports, or revokes every credential. Ask how your authorized team will access existing records afterward and whether access must also be revoked in the other tool. Contact support to review your connector and avoid interrupting active work.

For a custom IDC Partner API connection, the implemented authentication flow uses OAuth client credentials to obtain a scoped bearer token. Your backend uses that token for authorized requests; client secrets and tokens must not be embedded in public website code. Scopes limit permitted operations, and organization ownership and report-access checks still apply. Authentication with a third-party tool may use a different process. Confirm credentials, scopes, and production access during setup.

For outbound IDC Partner API webhooks, a successful 2xx response marks delivery complete. Network failures and non-2xx responses are retried using configured delays and an attempt limit. Once that limit is reached, the delivery is held in a dead-letter state for investigation; it is not retried indefinitely. The retry schedule is confirmed for your configuration, not assumed to be the same for every connector.

IDC signs these events with HMAC-SHA256 using a timestamp, event ID, and the exact request body. The receiving system should verify the signature and deduplicate by event ID. Investigate failed delivery before requesting a replay. Retrying a notification does not authorize a new screening order or bypass consent, payment, or report-access controls.

Connected workflows must retain the required disclosure, consent, screening-purpose, review, and access controls. Automation does not remove those requirements or make every use of a connection compliant. Confirm the checks, permissions, and review process that apply to your organization before activation.

The I-9 area organizes employee invitations, form completion, document-review tasks, case notes, and available E-Verify actions. It helps authorized teams track the process in one place. Confirm which services are enabled for your organization before starting a case.

No. Form I-9 documents identity and employment authorization for employment in the United States. Criminal searches, education checks, and employment-history verifications serve different purposes. Completing one does not replace the other. Review the official employee resources.

An authorized employer user can open the I-9 area, create a case for the employee and relevant worksite, and issue an invitation. Review the employee details and your organization's setup first. If the module or action is unavailable, ask your administrator or contact IDC.

The employee follows the secure invitation to provide and attest to the information required in Section 1. They should review their entries before submitting and ask for help when something is unclear. Personal information belongs in the secure form, not the public contact form.

The employer or authorized representative performs the required document examination and completes Section 2. IDC provides a place to record the review; a submitted employee form alone does not complete the employer's responsibilities. Use the current USCIS I-9 guidance for your situation.

Use the current USCIS Lists of Acceptable Documents and the instructions accompanying the form. The employee chooses which acceptable documents to present. Do not treat an upload request as permission to demand a particular document or extra proof.

Remote employees can receive a digital invitation, but electronic form completion is not the same as satisfying document-examination requirements. Confirm eligibility and the required procedure before using remote examination. See the official remote-examination overview.

Where enabled and properly enrolled, authorized users can submit and track an E-Verify case alongside the I-9 record. Employer enrollment, worksite configuration, permissions, and case prerequisites must be satisfied. An IDC account alone does not establish E-Verify enrollment or automatically authorize every worksite.

Review the case summary, assigned owner, outstanding steps, and available status updates. Employee completion, employer review, and an E-Verify result are separate milestones. Check the next required action rather than assuming a single completed task means the entire case is finished.

A mismatch is not a final determination that an employee is unauthorized to work. Follow the notice and referral process, including the employee's opportunity to respond. Do not take adverse action because of a mismatch while it is being resolved. Read the official mismatch guidance.

Use the available draft or correction process for the case's stage. Do not overwrite a completed attestation or create a duplicate solely to hide an error. Ask your compliance lead or IDC support which documented correction or replacement process applies, keeping the original record and explanation traceable.

IDC includes a Supplement B path for applicable reverification and rehire tasks. Whether a new action is required depends on the employee's circumstances and current rules; not every expiring identity document triggers reverification. Review USCIS guidance and your compliance process before taking action.

Use the inquiry form: choose Sales for setup and scope, Employer Support for case administration, or Candidate Support for employee access. Include a non-sensitive case reference and a brief question. Do not attach identity documents, SSNs, or private invitation links.

The SSN Verifications area helps authorized users manage verification requests, returned results, exceptions, and follow-up. The meaning of a result depends on the service used. Confirm whether your request is an SSN trace, consent-based SSA matching, or a permitted payroll-verification process.

An SSN trace can provide associated names or address history to help direct screening searches. Consent-based SSA verification checks submitted identifying details against SSA records. These are different services; a trace is not proof that SSA has confirmed a name and SSN match.

SSA's consent-based verification checks whether the supplied name, date of birth, and SSN match its records. It does not independently prove that the person presenting those details is their rightful owner. Confirm the specific service and response scope for your request. See SSA's CBSV guide.

Use the authorization and permitted-purpose process required for the selected service. Consent-based SSA verification requires the individual's applicable consent; possessing an SSN is not enough. Confirm your organization's access and the authorization requirements before submitting a request.

Enter it only in the approved secure application or verification process when requested. Do not include a full SSN in the FAQ form, ordinary email, chat messages, or screenshots sent for troubleshooting. Review candidate document guidance or ask support for the appropriate secure route.

No. A mismatch needs review and is not, by itself, evidence of fraud. Check for entry errors and follow the relevant service's correction process with the individual. Do not automatically convert a mismatch into a criminal finding or hiring decision.

No. SSN matching does not replace Form I-9 or determine employment eligibility. Use the appropriate I-9 process and E-Verify where applicable. SSA explains this limitation; the I-9 FAQs describe the separate employer process.

No. SSN-related information can help establish the search scope, but criminal records require the selected criminal searches and appropriate review. An SSN match does not mean a person has no criminal record. See Criminal Background Checks FAQs.

SSA's SSNVS is limited to current or former employees for W-2 wage-reporting purposes. It is not an applicant-screening service. Keep payroll verification separate from hiring checks and use only the process permitted for your purpose. Read SSA's SSNVS scope.

Depending on permissions and the service, the workspace provides request status, result summaries, exceptions, assigned follow-up, and available evidence. Use those details to identify the next action. Sensitive information and evidence access remain restricted to authorized users.

Use the supported correction and resubmission controls after confirming the information with the individual and checking authorization. Preserve the original result and the reason for the correction. Repeating a request with guessed details is not an appropriate way to obtain a match.

Timing and charges depend on the service, source availability, account setup, and any follow-up. Ask IDC to confirm the selected service, prerequisites, and pricing before ordering. A fast returned match does not mean every other check in a screening package is complete.

Access depends on your organization, role, and the permitted purpose of the request. A verification result does not bypass separate final-report access controls. For assistance, choose Employer Support or Candidate Support in the inquiry form and describe the issue without including the SSN or sensitive evidence.

The Employer Admin Portal is the company workspace for managing screening requests, candidates, packages, results, and account administration. Available modules and actions depend on your organization's services and your assigned permissions. It is separate from the Candidate Portal.

Use the Employer Admin sign-in page with your own authorized account. Candidates should use the Candidate Portal instead. Do not share an administrator login across your team.

Use Sign Up or contact sales to discuss your organization, roles, and screening needs. Complete the account and service setup requested before placing orders. Creating an account does not automatically enable every screening product or integration.

An authorized administrator can manage organization users and their access. Give each colleague an individual account and assign only the permissions needed for their responsibilities. Ask your administrator for access rather than borrowing another user's credentials.

The portal applies role, organization, and service permissions. Access to billing, user management, sensitive evidence, or reports may differ from access to basic screening status. If something is missing, ask an authorized administrator to review your role; do not work around an access restriction.

Use the available ordering process to select the candidate, screening purpose, and required checks or package. Review the scope and candidate contact details before confirming. Complete the applicable authorization and payment steps; a draft request is not the same as a released screening order.

Where enabled, authorized users can manage packages or company presets for different job requirements. Confirm the included searches, locations, and any additional services before ordering. Persona 360 FAQs explain how role-specific screening information can be organized into a candidate profile.

Check the candidate's email address and the invitation or application status before sending another request. Use the available invitation controls, or contact support if the link is unavailable or expired. Never ask the candidate to share a password or one-time code with your team.

Use the dashboard and request details to review progress, outstanding tasks, and items requiring attention. A pending source response, candidate task, and internal review are different situations. Act on the indicated next step rather than creating another order to force a status update.

Open the relevant screening record and use its available report actions. Report availability depends on completion, release requirements, and your authorization. Seeing a candidate or a completed status does not grant unrestricted report access. Keep downloaded reports within your organization's approved handling process.

Users with billing access can review the available billing and order records. Compare the order reference, selected services, and charge details before raising a question. Choose Employer Support in the inquiry form for help, and never include payment-card details in the message.

Review the integration directory and confirm the connector's availability, permissions, and setup requirements for your account. Use approved connection controls for credentials. The integration FAQs explain setup, status updates, and troubleshooting.

Use the recovery options on the sign-in page or ask your organization's administrator to review your access. For unresolved issues, choose Employer Support in the inquiry form. Include the affected page, approximate time, and a redacted error message without credentials or candidate reports.

Adjudication is the review of screening information against an organization's approved criteria for a role. IDC's workspace brings review queues, rules, decision history, and supporting context together so authorized reviewers can assess a case and document their next action.

A background check gathers and reports information from selected sources. Adjudication is the employer's review of that information in the context of the job. A returned record does not, by itself, determine the employment outcome.

The employer remains responsible for its employment decisions. IDC provides screening information and review tools; an automated flag, rule outcome, or summary score should not be treated as a substitute for the required review and decision process.

Where enabled, authorized administrators can configure job profiles and review rules for different positions. Define relevant criteria with your compliance team before activation, and confirm which checks support each rule. Persona 360 can help organize role-specific screening context.

It identifies an item that needs attention under the configured process. It is not automatically a rejection. Open the underlying record, confirm what triggered the flag, and check for missing information, source limitations, or candidate explanations before deciding the next step.

Review the underlying report, the applicable role criteria, the information's accuracy and completeness, and any relevant candidate response. Do not rely on a label alone. Use your organization's approved assessment process and applicable legal guidance for the role and location.

Use the available review queue, filters, and decision history to identify cases needing action. Keep ownership and follow-up clear within your team's process. Access to a queue does not automatically grant permission to see every report or change every decision.

IDC includes rule-simulation tools for evaluating configured criteria. Use approved sample cases to review the expected outcomes before enabling a rule. A simulation is a testing aid, not evidence that a rule is appropriate for every job or jurisdiction.

The workspace includes an override action for authorized users. Use it with a documented reason and supporting context according to company policy. An override should not bypass report-access restrictions, required notices, or the candidate's applicable review and dispute process.

Available decision history and audit exports help authorized users review recorded outcomes and supporting activity. Keep explanations specific enough to understand the rationale later. An audit trail documents what occurred; it does not by itself establish that the decision was lawful.

Separate a report-accuracy dispute from the employer's assessment of accurate information. Route the dispute through the appropriate process and review any corrected result before continuing. Use applicable holds and compliance guidance rather than treating a disputed item as resolved. See Candidate Advocacy FAQs.

No. Recording a review outcome is distinct from completing any required pre-adverse and final adverse action process. Confirm the notices, response opportunity, and case conditions before proceeding. See Adverse Actions FAQs for the separate notice workflow.

Choose Sales in the inquiry form to discuss job profiles and review requirements, or Employer Support for an existing case or configuration issue. Share the role and a non-sensitive example; do not include candidate reports or personal identifiers.

It refers to an unfavorable employment decision based in whole or in part on a consumer report, such as declining to hire. The applicable notice requirements are separate from simply reviewing a result. Read the FTC's employer guidance.

The workspace organizes cases, notice preparation, delivery tracking, candidate communications, holds, and final-action records. Available actions depend on your permissions and case status. Your organization remains responsible for selecting and following the process appropriate to the decision.

Before an adverse employment decision based on a consumer report, the employer provides the individual a copy of the report and the FCRA Summary of Rights. This gives the individual an opportunity to review and explain the information. See FTC guidance.

It communicates that the adverse decision has been made and includes required information about the reporting company and the individual's rights. The reporting company did not make the employer's decision. Review the FTC's explanation for applicants.

Open the relevant screening record or Adverse Actions area and use the available case action. Confirm the candidate, report, decision context, and required notice settings before sending anything. Do not create a case solely because a report contains a flag without reviewing its meaning.

Do not assume one waiting period applies everywhere. Confirm the applicable requirements, notice delivery, candidate response opportunity, and any pending dispute with your compliance team. A portal timer or configured date does not override the rules that apply to the case.

IDC includes notice-template and administrative controls for authorized users. Have your compliance team approve the wording and required enclosures for the intended use and jurisdiction. A template should not omit required information simply to shorten the message.

Use the delivery-tracking details available for the notice. Sending, delivery, opening, and downloading are different events; do not assume one proves the others. Review failed delivery and the appropriate retry or alternate process before relying on a notification.

Use the secure access link or response instructions provided with the notice. If access fails, contact IDC and select Candidate Support. Keep the notice reference and describe the issue without forwarding private links or sensitive report content through the public form.

Route the accuracy issue through the reporting company's dispute process, document the response, and assess whether the case must remain on hold. Review the outcome and any updated report before taking the next action. Candidate Advocacy FAQs explain how to request help.

Authorized users have hold and cancellation controls, subject to case conditions. Record why the action changed and confirm what happens to pending notices. Canceling a case does not erase previously sent communications or remove recordkeeping responsibilities.

Keep the relevant report version, notices, delivery information, candidate communications, review rationale, and recorded outcome under your approved retention policy. Use available case packets or exports only with authorization. Do not assume an export includes every record your organization must retain.

Candidates can choose Candidate Support for notice access, report questions, or dispute guidance. Employers can choose Employer Support for case tools or delivery issues. Use the inquiry form; obtain qualified legal guidance for jurisdiction-specific notice and decision requirements.

IDC's offering includes coordination of DOT and non-DOT drug testing, occupational health services, and role-related fitness requirements. The selected service determines the appointment, collection, review, and result process. Confirm availability for your locations and positions before ordering.

No. DOT-covered testing follows the applicable federal transportation program, while non-DOT testing follows the relevant program and legal requirements. Confirm which applies to the position before selecting a service. DOT's drug and alcohol program resources explain the regulated framework.

Identify the role, work location, applicable program, and the specific requirement you need to meet. Ask IDC to confirm available services and provider coverage. Do not assume a standard panel or appointment satisfies every job's requirements.

For enabled services, the candidate receives a secure invitation with the next required steps. Review the requested service, any consent instructions, and the available appointment information. If the invitation is missing or incorrect, contact support before arranging a different test independently.

Use the clinic and appointment options presented for the request where available. Confirm that the location performs the assigned service and that the authorization is valid there. The nearest clinic may not support the required test or examination.

Follow the provider's instructions for identification, appointment confirmation, authorization, and any service-specific preparation. Contact the provider if those instructions are unclear. Do not change prescribed medication, eating, or drinking habits based on general website guidance.

Use the available rescheduling option or contact the provider and IDC support promptly. Confirm whether the authorization or deadline needs updating and whether additional fees apply. Do not assume a missed appointment automatically creates a replacement booking.

Discuss medication or medical explanations privately with the designated medical reviewer or healthcare provider through their approved process, not in the FAQ form. Do not stop or change prescribed treatment to prepare for a screening appointment without advice from your treating clinician.

A collection issue, laboratory finding, missing information, or medical review may require follow-up. Follow the instructions from the provider or designated reviewer. A preliminary result should not be treated as the final verified outcome. DOT employer FAQs address regulated testing scenarios.

No. Access to operational status and clinical information is separated by authorization. Use only the information appropriate to your responsibilities, and keep medical details out of general review notes and public support messages. Contact support if you believe access is incorrect.

Timing matters. Under the ADA, disability-related inquiries and medical examinations generally cannot occur before a job offer, with different rules after an offer and during employment. Drug testing is not automatically the same as a medical examination. Review EEOC guidance with your compliance team.

Timing depends on scheduling, collection, laboratory processing, and any additional review. Authorized users can check the available case status and released result or certificate. Completing an appointment does not mean the result is ready. Confirm expected timing for the assigned service.

Choose Sales in the inquiry form for service, coverage, and pricing questions. Choose Employer Support or Candidate Support for an existing request. Include a non-sensitive reference and the appointment issue, but no medical records, medication lists, or identity documents.

International Screening coordinates available checks outside the United States according to the candidate's history, role, and permitted purpose. The selected countries and services define the scope; one international order does not automatically search every country or record source.

Ask IDC to confirm coverage for the countries and check types you need. Availability depends on accessible sources, provider support, and local requirements. A country appearing in a selection list does not mean every kind of search is available there.

Depending on the country and service, discuss criminal-record searches, employment or education verification, and relevant global watchlist screening. Confirm each component before ordering. A watchlist search and a country-level criminal-record check are different services.

Review the candidate's disclosed residence, work, and education history alongside the job's requirements. Select the countries relevant to the approved screening purpose rather than ordering broadly without a reason. Confirm the proposed scope with IDC before submission.

Requirements vary by country and check. Candidates may be asked for local address history, names used on records, institution details, or specific identity information. Follow the secure request's instructions and provide only the information needed for the selected service.

The selected country and service may require particular consent wording, forms, or supporting documents. Complete the requirements shown for that request; do not assume an existing domestic authorization covers every international service. Ask for clarification before submitting sensitive information.

Use the names and spellings requested, including previous names or local-language versions when relevant. Explain differences through the secure application or support process instead of guessing a translation. Accurate identifying details help the source distinguish the correct record.

Translation or certification requirements depend on the source, country, and service. Ask IDC what is accepted before paying for a translation or certification. Retain the original document and submit it through the approved secure process when requested.

Source response times, local procedures, document requirements, language review, and holidays can affect completion. Confirm the expected range for the specific checks. A delay or unavailable source should not be treated as a negative finding about the candidate.

Review the reported limitation and ask whether a permitted alternative source or different scope is appropriate. Keep that limitation visible in the case review. An unavailable or incomplete search is not the same as a completed search with no records found.

Authorized users can review the available international case details, invitations, documents, and status. Respond to outstanding information requests through the secure process. Separate candidate tasks from source research so your team knows which next step it can actually influence.

Review the source, country, search scope, identifying details, and stated limitations. Record terminology and access differ across countries, so do not assume a foreign entry maps directly to a domestic category. Use qualified local or legal guidance when assessing employment relevance.

Choose Sales in the inquiry form with the countries, check types, and approximate volume for a quote. For an existing result, choose Employer Support or Candidate Support and provide a non-sensitive reference. Candidates can request guidance on the applicable dispute process.

Candidate Advocacy helps people understand screening requests, obtain assistance, raise concerns, and navigate questions about report information. It connects the candidate's issue with the relevant screening case and support process. It does not decide the employer's hiring outcome.

A candidate who needs help with an IDC screening request, report, or related notice can contact the team. Employers can also help route a candidate's concern through the authorized process. Identity or case verification may be needed before sensitive information is discussed.

Use the support options available in your candidate case, or choose Candidate Support in the inquiry form. Briefly explain the issue and include a non-sensitive reference if you have one. Do not include SSNs, private access links, or copies of reports.

Ask about unclear application instructions, requested documents, portal access, missing notices, or potentially inaccurate report information. The team can help route the issue to the appropriate process. For appointment-specific medical questions, use the designated provider or reviewer instead.

A support question concerns access or understanding the process. A dispute challenges the accuracy or completeness of reported information and requires the reporting company's review process. Clearly identify that you are disputing an item. Read CFPB guidance on screening reports.

Describe the disputed item and ask which secure submission method to use for supporting records. Keep original documents and submit only the requested information. Do not place sensitive evidence in the public FAQ form or send it to an unverified email address.

Identify the specific record as disputed and contact the reporting company through the report's instructions or IDC support. Ask for a secure way to provide information needed to distinguish your identity. Do not assume a shared name means the record belongs to you.

Yes, the team can help you find the appropriate access or copy-request process. Use your secure portal or notice instructions when available. Access remains subject to identity verification and the applicable process; support should not disclose a report to an unverified requester.

Read the notice, the report, and the supplied rights information. If something is inaccurate, promptly use the dispute instructions and tell the employer you are raising the issue. Ask the employer about its decision process. See the FTC's applicant guidance.

Tell the support team the language or access difficulty you are experiencing. IDC highlights English and Spanish candidate assistance. Ask about the support appropriate to your situation rather than assuming every source document or third-party process is available in both languages.

Keep the case or support reference and use the existing conversation when possible. Explain any new information or unresolved issue without repeatedly sending sensitive documents. The support team can clarify the next step; do not assume a pending request has already corrected the report.

No. Assistance with a screening concern does not guarantee employment, a favorable decision, or deletion of accurate information. The reporting company addresses report accuracy through the appropriate process, while the employer is responsible for its employment decision.

Candidate Advocacy provides process and support guidance, not legal representation. For advice about your individual legal rights or a dispute with an employer, consult a qualified professional or the appropriate government agency. Adverse Actions FAQs explain the related notice process.

Use the contact form, email sales@idclearance.com, or call (617) 826-1203. Choose General Inquiry if you are unsure where to start, or Support for an existing account or screening question.

Select Sales on the contact form to discuss background checks, verifications, Persona 360, continuous checks, or integrations. Share your hiring roles, locations, expected screening volume, and goals so the conversation can focus on a suitable scope and pricing.

Choose Support on the contact form for portal access, screening requests, order status, reports, or integration questions. Include your company, the affected product, and a brief description of what happened. Never include your password or access credentials.

Yes. Candidates can request help with an invitation, application, document request, or report question through the contact form by choosing Support. Company is optional for Support and General Inquiry. Phone and email assistance are also available; mention if you prefer English or Spanish. Questions about a hiring decision should go to the employer.

Provide your name, reply email, and a short description of the issue. Where relevant, include a non-sensitive order reference, the approximate time, your browser or device, and a redacted error message. Explain what you expected and what occurred so the team can understand the request without needing sensitive candidate details.

Do not send SSNs, passwords, API keys, identity documents, or full screening reports through a public contact form or ordinary email. Describe the issue without those details. If supporting documents are needed, ask the team which approved secure submission method to use.

Use the inquiry form below and describe what you would like to see. For a connection to another system, select Integrations and include the tool name and your goals, without credentials. You can also review the integration FAQs before speaking with sales.

Reply to the existing email conversation when possible so the context stays together. If you have not received a reply, check your spam folder and confirm the email address you provided. You can also call (617) 826-1203 or contact the team with the date and subject of your original inquiry.