Understanding ADP Screening & Selection Consumer Reports
Learn how ADP Screening & Selection Services uses your data for employment background checks and how to access, review, and fix your report.
ADP Screening & Selection Services, Inc. is a consumer reporting company that provides background checks and related screening services to employers, volunteer organizations, and other entities making hiring or placement decisions. If you have applied for a job, a volunteer role, or certain professional licenses, there is a good chance an employer or organization has obtained a consumer report about you from a company like ADP.
This guide explains what ADP Screening & Selection does, the types of information that may appear in your report, how to request a copy, what your rights are under federal law, and how to correct errors that could affect your job prospects.
1. What ADP Screening & Selection Services Does
ADP Screening & Selection Services is a subsidiary of ADP, LLC, a large human resources and payroll company. It acts as a consumer reporting agency (CRA) for employment and related background checks.
- Provides background screening reports to employers and other organizations.
- Collects data from public records, credit bureaus, prior employers, educational institutions, licensing bodies, and other sources.
- Delivers reports used for hiring, promotions, retention, volunteer placements, and occasionally for licensing or contracting decisions.
Because ADP Screening is a consumer reporting agency, it is generally subject to the federal Fair Credit Reporting Act (FCRA), which governs how your information may be collected, used, and shared for employment purposes.
2. Types of Information That May Appear in an ADP Report
The content of your ADP Screening report depends on what the requesting employer or organization orders and what is legally permitted in your state. Common components include:
2.1 Identity and verification details
- Full name and aliases
- Date of birth (where legally permitted)
- Current and previous addresses
- Social Security number validation (not usually displayed in full to the employer)
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2.2 Credit-related information
For some positions (especially those involving money handling, access to financial systems, or sensitive data), an employer may request a credit-related background check through a consumer reporting agency.
- Selected details from your credit history, such as accounts, payment status, and public record items (for example, certain bankruptcies), as allowed by law.
- Credit information is often summarized for employment use and is not the same as a traditional credit score disclosure.
2.3 Employment and education verification
- Past employers, job titles, and employment dates
- Salary or compensation information when the prior employer confirms it
- Degrees earned, majors, graduation dates, and institutions attended
- Professional license or credential verification, including status and expiration dates
2.4 Criminal and court records
Many background checks focus on criminal history, which is also where errors can be particularly harmful.
- Criminal charges and convictions from state and federal court records
- Information from criminal databases and repositories, including fingerprint-based searches when requested
- Sex offender registry checks, if part of the package ordered
What can be reported, and for how long, is often limited by federal law and additional state laws. For example, the FCRA generally restricts how far back certain negative information can be reported in employment background checks.
2.5 Driving and motor vehicle records
- Driver’s license status and class
- Traffic violations and suspensions
- Serious driving offenses such as DUIs or reckless driving, if available in state records
2.6 Drug, health, and other screening results
Depending on the employer’s policy and applicable law, reports may also contain:
- Drug and alcohol test results processed through authorized labs
- Confirmation of passing certain health or fitness screenings (where lawful and job-related)
- Volunteer or non-profit service verification
| Type of Information | Example Entries | Who Typically Requests It |
|---|---|---|
| Identity & addresses | Names, DOB, address history | Nearly all employers |
| Credit data | Account status, public records | Financial and sensitive positions |
| Criminal history | Convictions, pending charges as allowed | Most employers and volunteer groups |
| Employment & education | Job titles, dates, degrees earned | Professional, technical, and executive roles |
| Driving record | Violations, suspensions, license class | Transportation, delivery, and field roles |
3. How to Request Your ADP Screening Consumer Report
Under the FCRA, you have the right to request your file from a consumer reporting agency like ADP Screening & Selection Services. The Consumer Financial Protection Bureau (CFPB) notes that many employment-focused reporting companies must provide you with a free copy of your report if you request it and they maintain a file on you.
3.1 General steps to obtain your report
ADP Screening provides consumer support contact information so you can request your report directly. Procedures can change, so always check the most recent instructions, but the typical process includes:
- Contacting ADP Screening & Selection by phone or through its designated applicant or consumer portal.
- Providing identifying information (for example, full name, current address, former addresses, and possibly part of your Social Security number) so they can locate your file.
- Requesting a copy of your consumer report and specifying the delivery method allowed by the company (often mail, secure electronic delivery, or both).
According to the CFPB, companies that must provide free annual consumer reports generally must send them within 15 days after receiving your request.
3.2 Important reminders when requesting
- Requesting your own report does not affect your credit scores.
- You may also need to separately request reports from nationwide credit bureaus (Equifax, Experian, TransUnion) if an employer checked your credit through them.
- Keep records of when and how you requested the report, including copies of any forms you submitted.
4. Your Rights Under the Fair Credit Reporting Act (FCRA)
The FCRA, enforced in part by the CFPB and the Federal Trade Commission (FTC), provides key protections when consumer reports are used for employment decisions.
4.1 Consent and notice requirements
- An employer must obtain your written permission before ordering most employment background checks from a consumer reporting agency.
- The authorization must be clear and in a stand-alone format, not buried in the rest of the job application.
- If information in the report may be used to take an “adverse action” (for example, denying employment, withdrawing an offer, or not promoting you), the employer has additional obligations.
4.2 Pre-adverse and adverse action
Before an employer can make a negative decision based on your ADP report, the FCRA generally requires:
- Pre-adverse action notice: The employer must provide you with a copy of the consumer report and a summary of your rights under the FCRA before making a final decision.
- Time to respond: You must be given a reasonable period to review the report and dispute inaccuracies with the consumer reporting agency.
- Adverse action notice: If the employer proceeds with a negative decision based on the report, you must receive a notice that includes the identity of the consumer reporting agency and information about your rights to dispute.
4.3 Accuracy and dispute rights
- You have the right to dispute incomplete or inaccurate information in your ADP Screening file.
- Once you dispute an item, the consumer reporting agency generally must investigate, usually within 30 days, and either verify, correct, or delete the disputed data.
- If information cannot be verified, it typically must be removed or corrected, and you are entitled to an updated report.
5. How to Dispute Errors in an ADP Screening Report
Mistakes on employment background checks are not uncommon and can range from incorrect criminal records to outdated information that should no longer appear. If you believe your ADP report contains errors, act quickly, especially if a job decision is pending.
5.1 Steps to dispute inaccurate information
- Obtain and review your full report.
Carefully read every section: identity information, employment history, education, criminal records, and other items. Highlight anything that appears wrong, incomplete, or unrelated to you. - Gather supporting documentation.
Examples include:- Court documents showing dismissal, acquittal, or expungement
- Letters from former employers correcting job titles or dates
- Diplomas, transcripts, or license records
- Proof of identity to show a record belongs to someone else
- Submit a dispute to ADP Screening & Selection.
Use the dispute channels specified on your report or on ADP’s consumer support materials (often mail, online portal, or phone with written follow-up). - Explain the problem clearly.
Identify each item you dispute, explain why it is inaccurate or incomplete, and attach copies (not originals) of your supporting documents. - Keep copies and track deadlines.
Retain copies of all correspondence. The FCRA gives the consumer reporting agency a limited period (often 30 days) to investigate most disputes and respond.
5.2 If an employer is involved
- Notify the employer or organization that you are disputing information in the background report.
- Ask whether they will hold off on final decisions until ADP’s investigation is complete.
- Once ADP updates your report, you can request that a corrected version be sent to employers who recently received the inaccurate version, where appropriate.
6. Practical Tips to Prepare for an ADP Background Check
Being proactive can reduce surprises and help you address issues before they affect a job offer.
6.1 Check your records in advance
- Obtain your free annual credit reports from the nationwide credit reporting companies through the official centralized system recognized by federal law.
- Review your own public records, including court and driving records where possible.
- Confirm your employment dates and job titles so your application is accurate and consistent.
6.2 Be honest and consistent on applications
- Provide accurate information about degrees, licenses, and employment history.
- Use the same name format (for example, middle initial) where practical to make record matching easier.
- Mistakes and omissions can sometimes look like intentional misrepresentation, even when they are not.
6.3 Understand your state’s additional protections
Many states have laws that go beyond the federal FCRA by limiting:
- How far back certain criminal records can be reported
- Whether and how credit information can be used for employment decisions
- What employers must do before considering an applicant’s criminal history
Check your state attorney general’s or consumer protection agency’s guidance for local rules that apply to your situation.
7. Frequently Asked Questions (FAQs)
Q1: Is ADP Screening & Selection Services the same as a credit bureau?
No. ADP Screening is a specialty consumer reporting company focused on background and employment-related screening. Credit bureaus like Equifax, Experian, and TransUnion mainly compile credit histories. However, an ADP employment report may include information from one or more credit bureaus when a credit check is requested and allowed by law.
Q2: Will requesting my ADP report hurt my credit score?
Requesting copies of your own consumer reports, whether from ADP or a credit bureau, is considered a “soft” inquiry and does not impact your credit scores.
Q3: How often can I get a free report from ADP Screening?
The CFPB notes that consumer reporting companies that provide reports for employment and related purposes generally must give you one free report per year upon request if they maintain a file on you. You may also be entitled to additional free copies if an employer takes adverse action against you based on a report, or under other FCRA circumstances.
Q4: Can an employer see my exact credit score in an ADP report?
Employment background checks typically focus on elements of your credit history (such as payment patterns and public records) rather than providing a numeric credit score. Credit scores are more commonly used for lending decisions than for employment, and some states restrict the use of credit data in hiring.
Q5: What if ADP mixes my records with someone else who has a similar name?
Mixed files are a known problem across consumer reporting agencies. If you see information that clearly belongs to another person, dispute it with ADP immediately, provide proof of your identity, and request that the incorrect information be removed. You may also wish to tell any affected employer that the data is under dispute so they can pause any decisions while the investigation is completed.
Q6: Can I refuse an ADP background check and still get the job?
In most cases, employers are allowed to make completion of a background check a condition of employment, as long as they comply with federal and state laws, apply the requirement consistently, and obtain your written authorization. Refusing a check may lead the employer to stop considering your application, but they must still follow FCRA rules if they use any existing report to make that decision.
8. Key Takeaways for Consumers
- ADP Screening & Selection Services is a consumer reporting agency that compiles background information used in employment and related decisions.
- You have a right to access your ADP consumer report and receive at least one free copy annually if a file exists.
- Requesting your own report does not affect your credit scores.
- The FCRA gives you strong rights to dispute and correct inaccurate or incomplete information.
- Monitoring your reports and acting quickly on errors can protect your job opportunities and reputation.
References
- List of consumer reporting companies — Consumer Financial Protection Bureau. 2024-01-01. https://www.consumerfinance.gov/consumer-tools/credit-reports-and-scores/consumer-reporting-companies/
- Background, drug testing and medical screening services — ADP, Inc. 2023-01-01. https://www.adp.com/-/media/adp/resourcehub/pdf/omnia-partners/adp-background-screening-for-public-sector.pdf
- ADP Screening and Selection Services Business Profile — Better Business Bureau. 2024-01-01. https://www.bbb.org/us/co/fort-collins/profile/employment-agencies/adp-screening-and-selection-services-0805-474
- ADP Screening and Selection Services Errors Cost Your Job? — Francis Mailman Soumilas, P.C. 2022-06-01. https://www.consumerlawfirm.com/adp-screening-and-selection-services.htm
- What is Employee Background Screening & Why is It Important? — ADP, Inc. 2023-06-15. https://www.adp.com/resources/articles-and-insights/articles/b/background-screening.aspx
- Employment Background Checks and Your Rights — Federal Trade Commission. 2016-05-01. https://www.ftc.gov/business-guidance/resources/background-checks-what-employers-need-know
- Fair Credit Reporting Act (FCRA) — 15 U.S.C. § 1681 et seq. Current through 2024. https://www.govinfo.gov/content/pkg/USCODE-2012-title15/html/USCODE-2012-title15-chap41-subchapIII.htm
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