Yes, First Advantage does call previous employers, but calling is a backup step rather than the first move. The company starts by querying large commercial payroll databases, and it only reaches out by phone when those records come back incomplete or empty. So whether First Advantage calls your previous employers depends largely on whether those employers report data to services the firm can already search.
Database Searches Come First
Most employment verifications begin with an automated lookup rather than a phone call. First Advantage queries commercial payroll databases, the largest of which is Equifax’s The Work Number.1The Work Number from Equifax. Income and Employment Verification Services If a former employer contributes payroll data to one of these services, the verification can be completed almost instantly with no human contact at all.
You would never know a check happened. The screener gets a match on your job title and employment dates, compares it to what you listed on your application, and moves on.
When First Advantage Actually Places a Call
Direct outreach kicks in when the database returns incomplete records or no match. A verification specialist then contacts the human resources department or administrative office at your former employer, working from a structured script aimed at confirming specific details about your time with the company.2First Advantage. APAC Reference Checks Tipsheet
If HR cannot be reached, the firm may try a specific supervisor or manager you listed on your application. The process can involve multiple phone calls spread over several business days. The goal is a verbal confirmation of the basics when no digital trail exists.
What They Ask on the Call
Verification calls stay narrow. First Advantage focuses on your official job title and the exact dates you started and ended employment, and compares that against what you reported. A mismatch on dates or titles is one of the most common reasons a background check stalls.
Specialists may also ask whether you are eligible for rehire or why you left. In practice, many companies restrict their answers to dates and titles, because corporate policies limit what HR shares with outside parties to reduce legal exposure.
Salary questions are governed by where you’re applying. More than 20 states and two dozen local jurisdictions prohibit employers from asking about a candidate’s pay history. In those places, a screening firm generally cannot verify your prior salary unless you volunteer it or an offer has already been extended, and First Advantage adjusts accordingly.
How Long the Process Takes
First Advantage reports that most U.S. employment verifications finish in under two days.3First Advantage. Employee Verifications A clean database hit can come back within hours. Combined education and employment checks typically return in one to three days.4First Advantage. How Long Does a Background Check Take
Delays cluster around phone calls that go unanswered. Small businesses without dedicated HR staff, companies that have closed, and organizations with strict callback policies all add time. If you know a former employer will be hard to reach, gathering documentation ahead of time is the fastest way to keep things moving.
Keeping Your Current Employer Out of It
If you’re still employed and don’t want your current boss to find out you’re looking, the First Advantage candidate portal lets you skip contacting your current employer.5First Advantage. Profile Advantage Instant Employment Tool Selecting that option prevents the firm from calling that workplace, and the rest of your background check proceeds normally.
When you skip verification of a current position, the hiring company may ask you to provide alternative documentation later, usually after an offer has been extended. Pay stubs or an offer letter from your current role generally satisfy the request.
Documents You Can Send if a Former Employer Can’t Be Reached
When database searches turn up nothing and calls go unanswered, First Advantage will ask you to submit paperwork that proves you held the job. Common options:
- W-2 forms from the first and last years of your employment, showing the employer name, your name, and the tax years worked.
- 1099-NEC forms for independent contract work, which serve a similar function.
- Consecutive pay stubs from the beginning and end of your employment period.
- An employer verification letter from HR confirming your title and dates.
Before uploading anything to the portal, redact your Social Security number and net pay amounts. Leave the company name, your name, and the relevant dates visible; those are the fields the screener needs.
If you worked in an unpaid role such as an internship and have no tax documents or pay stubs, tell the screening firm and your recruiter. The recruiter can often work with First Advantage to accept other documentation, such as an internship confirmation letter.
Your Right to Consent Before Any Call Is Made
Federal law requires an employer to take two steps before ordering a background check. First, the employer must give you a written notice, in a standalone document, stating that it may obtain a background report. Second, you must authorize the check in writing before the report is requested.6Office of the Law Revision Counsel. 15 USC 1681b – Permissible Purposes of Consumer Reports No screening firm, First Advantage included, can legally pull your report or start calling former employers without that written permission.
The disclosure must stand on its own. It cannot be buried inside an employment application or bundled with other terms. If an employer skipped this step or combined the disclosure with other paperwork, the background check may have been obtained in violation of federal law.
What Happens if the Report Costs You the Job
If a background check turns up information that could cost you an offer, the employer cannot simply reject you. Federal law splits the process into two required steps.
Pre-Adverse Action Notice
Before making a final decision, the employer must send you a pre-adverse action notice that includes a copy of your background report and a written summary of your rights under the Fair Credit Reporting Act.6Office of the Law Revision Counsel. 15 USC 1681b – Permissible Purposes of Consumer Reports The point of this step is to give you time to review the report and flag errors before anything is finalized.7Federal Trade Commission. Using Consumer Reports: What Employers Need to Know
The law requires a reasonable waiting period between the pre-adverse notice and a final decision. Most employers allow five business days, though some wait seven to ten, especially if you file a dispute.
Final Adverse Action Notice
If the employer moves forward with rejection, it must send a final adverse action notice. That notice must include the name, address, and phone number of the screening agency, a statement that the agency did not make the hiring decision, and information about your right to get a free copy of the report and dispute its accuracy.8Office of the Law Revision Counsel. 15 USC 1681m – Requirements on Users of Consumer Reports You then have 60 days to request a free copy of the report from the agency.
Disputing Errors on Your Report
If your First Advantage report contains inaccurate information, such as a wrong job title, incorrect dates, or an employer you never worked for, you have the right to dispute it. Under the Fair Credit Reporting Act, the agency must investigate within 30 days of receiving your dispute, with up to 15 additional days if you send supplemental information during the investigation.9Office of the Law Revision Counsel. 15 USC 1681i – Procedure in Case of Disputed Accuracy The agency must go back to the original source to verify the disputed facts and send you the results in writing.
Every consumer reporting agency is also required to follow reasonable procedures to assure the maximum possible accuracy of its reports.10Office of the Law Revision Counsel. 15 USC 1681e – Compliance Procedures If a screening agency fails to meet that standard and you’re harmed as a result, you may have grounds for legal action.
To file a dispute with First Advantage, you can complete the online form on their dispute page, call 800-845-6004, or email consumer.documents@fadv.com.11First Advantage. How to Dispute Your Background Check You’ll need to provide your name, date of birth, the organization that requested your background check, and a description of what you believe is wrong.