What Does Consider Mean On A Background Check is the label shown in the Checkr Candidate Portal when the investigative process has ended and the report contains one or more data points that require an employer’s review. Items such as a misdemeanor conviction, a civil judgment, a traffic violation, or an unresolved debt appear under the Consider flag. The status does not equate to an automatic disqualification; instead it signals that the hiring company must compare the findings with its internal risk‑management policies before reaching a final decision.
Across other screening services, Sterling, Workable, and entry‑level recruiters use the same Consider designation for findings such as a minor traffic citation, an open tax lien, an employment‑history discrepancy, or a pending civil action. The flag prompts employers to verify relevance against guidelines like the Fair Credit Reporting Act, to request supplemental documentation, and to give candidates an opportunity to dispute inaccurate data. Real‑world cases show that a Consider status often leads to additional evidence collection—such as pay stubs confirming employment dates—rather than an immediate rejection, allowing the hiring team to make an informed eligibility judgment.
What does “Consider” mean? – Checkr Help Center
To view the status of your background investigation, log in to the Checkr Candidate Portal using the email address you provided during application and the password you set at registration. After authentication, select the “Background Checks” tab to see a timeline that includes each stage of the review. When the portal displays a Consider status, it indicates that the investigative process is finished and the report contains one or more items—such as a misdemeanor conviction, a civil judgment, or a traffic violation—that the hiring company must examine before making a final hiring decision. The report does not imply a disqualification; rather, it flags information that may affect eligibility based on the employer’s specific policies.
https://help.checkr.com/hc/en-us/articles/360036277714-What-does-Consider-mean-
Interpretation of “Consider” on an Employment Background Check
The term “consider” on a background screening report signals that the background search has uncovered data points that warrant review. For instance, a minor traffic citation, an open tax lien, or a past employment gap may appear under the “Consider” label. These items are presented to aid the recruiter or hiring manager in evaluating risk, but they do not constitute an automatic hiring bar. Employers typically cross‑reference these details with their internal compliance frameworks, such as the Federal Fair Credit Reporting Act (FCRA) guidelines, to decide whether the candidate meets the role’s eligibility criteria.
https://bdjobstoday.org/faq/what-is-meant-by-consider-on-an-employment-background/ 
What “Consider” Indicates on a Sterling Background Check
When Sterling’s screening engine assigns a Consider flag, the final report has been compiled and includes at least one adverse datum—such as a felony charge, a pending court case, or a documented employment discrepancy. The flag does not mean the applicant is automatically rejected; instead, it alerts the client to verify the relevance of the finding against the position’s risk tolerance. For example, a prior conviction for a non‑violent offense may be permissible for a sales role but not for a financial‑services position that requires an unblemished record.
https://careersquestions.com/what-does-consider-mean-on-sterling-background-check/ 
Understanding “Consider” in the Context of Entry‑Level Candidate Screening
Even entry‑level applicants, who typically present a bachelor’s degree, two years of industry experience, and basic programming skills, can receive a Consider designation if the background check reveals items such as a recent misdemeanor, an unresolved debt, or an inconsistency between a résumé claim and public records. Recruiters use these flags to request clarification—like a written explanation or supplemental documentation—before advancing the candidate to the interview stage. This practice helps organizations maintain compliance with both internal hiring standards and external regulatory requirements.
Real‑World Example of a “Consider” Status in a Consulting Firm
A senior associate at a consulting firm received a background report marked “Consider” after Sterling could not obtain a direct verification from a former employer. The candidate supplied recent pay stubs, which Sterling entered into the system as supplemental evidence. The hiring team reviewed the documents, confirmed the employment dates, and cleared the candidate for the next interview round. This case demonstrates that a “Consider” flag often triggers additional document collection rather than an outright rejection.
Checkr’s Definition of a “Consider” Outcome
According to Checkr’s FAQ, a report labeled “Consider” signifies that the background search is finished and contains data points—such as a misdemeanor arrest, a civil lawsuit, or a driving infractions record—that the employer must evaluate. The answer, posted by a Retention Specialist on November 9 2020, clarifies that the status does not equate to a disqualifying finding. Instead, it prompts the hiring manager to assess whether the listed items align with the organization’s risk‑management policies before moving forward.
Clarifying a “Consider” Flag When Federal Criminal Search Returns No Convictions
One user reported that every section of their background search returned “Clear” except the Federal Criminal Search, which displayed a “Consider” flag despite the case being marked closed. The individual noted that the Federal system listed the case number and outcome but did not provide substantive detail. After consulting the screening provider, they learned that “Consider” can appear when the source database supplies a record that lacks definitive exoneration, prompting the employer to verify the closure status directly with the federal agency.
https://www.uberpeople.net/threads/background-check-help-why-does-it-say-consider.47482/ 
Workable’s Guidance on Interpreting a “Consider” Designation
Workable’s background‑check resource explains that a “Consider” label appears when the investigation uncovers information—such as a pending civil action, a misdemeanor conviction, or an employment‑history discrepancy—that may affect the hiring decision. The platform advises employers to follow the Fair Credit Reporting Act (FCRA) protocol, which requires notifying the candidate of the adverse finding, providing a copy of the report, and offering an opportunity to dispute inaccurate data before taking adverse action.
https://resources.workable.com/hiring-with-workable/background-check 
Frequently Asked Question: “What does consider mean on your background check?”
The question posted on April 7 2018 received three community answers. Respondents highlighted that the “Consider” status typically flags items like a single misdemeanor, a late‑stage bankruptcy filing, or an unresolved traffic ticket. They emphasized that candidates should proactively contact the screening provider to obtain a detailed copy of the flagged items, supply any corrective documentation, and request a reassessment if the information is outdated or erroneous.
Distinguishing “Clear,” “Consider,” and “Complete” Statuses in Background Searches
Checkr’s documentation notes that certain pointer searches—such as Social Security Number (SSN) Trace or National Criminal Search—return a “Complete” status when the search yields no reportable findings, meaning the data returned is either absent or irrelevant for decision‑making. In contrast, a “Clear” status indicates that the search returned a definitive negative result (no records found), while a “Consider” status signals the presence of a record that requires manual review. Credit‑check pointer searches also follow this pattern: they render “Complete” when the verification process succeeds without uncovering adverse items.
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Explore additional resources that explain how background‑screening terminology varies across jurisdictions and service providers, and learn best practices for responding to flagged items.
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