Advia Credit Union: Hiring, Background Check & Employment Verification FAQs

Advia Credit Union became official on January 1, 2014, but its history runs much further back. The credit union was created through the partnership of two established Michigan institutions: First Community Federal Credit Union, which originated in 1938, and E and A Credit Union, which originated in 1935. The Advia name is built around the words advice, advocate, and advantage, delivered via innovative financial solutions.

Advia is headquartered in Oshtemo, Michigan, in the Kalamazoo area, and operates more than 20 branch locations across Michigan along with branches in Wisconsin and Illinois. Members also have fee-free access to a broader shared ATM network. The credit union is chartered by the state of Michigan, and deposits are federally insured up to 250,000 dollars per depositor by the National Credit Union Administration.

As a credit union, Advia is a not-for-profit cooperative owned by its members rather than outside shareholders, so returns come as lower fees and better deposit and loan rates rather than dividends. Membership eligibility extends to people who live, work, worship, or attend school in Michigan's lower peninsula, plus a growing list of counties in Wisconsin and Illinois. A volunteer board of directors drawn from the membership governs the organization.

Products span consumer and business banking, including deposit accounts, credit cards, auto and personal loans, mortgages and home equity lending, commercial lending, and digital banking. Workforce roles reflect that range: tellers and member service representatives, branch managers, personal and business bankers, mortgage loan officers and processors, underwriters, collections and fraud specialists, contact center staff, and corporate teams in compliance, risk, accounting, marketing, technology, and human resources.

Company culture and employee programs:

Advia frames its work around providing financial advantages to members and the communities it serves, and its stated core values are meant to distinguish it from other financial institutions. Branch roles involve daily member interaction, cash handling, and product conversations, and typically include training on products, service standards, and compliance topics such as anti-money-laundering awareness. Lending positions carry their own licensing requirements. Pay, schedules, and benefits vary by role and location, so candidates should confirm details with the hiring team.

Yes. Employers in the banking and credit union industry, including Advia Credit Union, are legally permitted to conduct pre-employment background checks on job candidates provided they follow applicable federal, state, and local law. Screening performed through a third-party provider is governed by the Fair Credit Reporting Act (FCRA), which requires a standalone disclosure, written candidate authorization, and a defined adverse action process. Federally insured credit unions are also subject to federal rules that restrict the employment of individuals convicted of certain offenses involving dishonesty, breach of trust, or money laundering without prior consent from the regulator.

Advia Credit Union is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice throughout the financial services industry. Credit union employees handle cash, member account data, loan files, and payment systems, and regulatory expectations around fidelity bonding and employee suitability are well established in this sector. The specific components of a background check may vary by role, particularly between a branch teller position and a lending or corporate finance role.

Candidates generally apply online for a specific opening and location. Those who move forward typically complete a recruiter phone or virtual screen, followed by one or more interviews with a branch manager, department leader, or hiring panel, and some roles include an assessment or member-interaction role play. Candidates who receive a conditional offer are usually asked to authorize a background check, and financial services employers commonly include credit and identity components at this stage. Mortgage origination roles may also require registration in the Nationwide Multistate Licensing System. Onboarding and compliance training follow.

Turnaround depends on which searches are ordered and how quickly courts, employers, and other sources respond. Many reports are returned within a few business days, though checks that require manual court record retrieval across multiple counties, or verification from a slow-responding former employer, can take longer. Financial services screening often includes more components than a typical retail check, which can extend the timeline. For a closer look at the factors involved, see background check turnaround times.

The employer determines which searches apply. For a credit union role, a pre-employment background check may include some or all of the following:

Candidates should review the disclosure and authorization paperwork they receive, because it describes the searches that apply to their specific position.

The lookback window depends on the search type and applicable state law. Under the FCRA, consumer reporting agencies are generally limited from reporting most adverse information older than seven years, with exceptions that include criminal convictions and positions paying above a defined salary threshold. That salary exception is worth noting in financial services, where some roles exceed the threshold. State laws in Michigan, Wisconsin, and Illinois add their own requirements around the use of criminal and credit information in hiring. Candidates with records in more than one state may see different windows applied within a single report.

Advia Credit Union does not publish a detailed policy on applicants with felony records, and hiring decisions of this kind are typically made case by case. In the credit union industry specifically, federal law places limits on employing individuals convicted of certain offenses involving dishonesty, breach of trust, or money laundering, though a regulatory consent process exists in some circumstances. Outside those categories, employers generally weigh the nature of the offense, how much time has passed, evidence of rehabilitation, and the responsibilities of the role. Many states and municipalities have adopted "ban-the-box" laws that limit when criminal history questions may be asked. Candidates should answer accurately and be ready to discuss their history if asked.

Applicants are typically asked to sign a disclosure and give written consent before screening begins. Candidates should expect to provide accurate personal information, including full legal name, date of birth, Social Security number, and address history, and financial services employers often require identity documentation as well. If a credit check is part of the process, the employer must disclose that separately where state law requires it. Licensed roles may involve additional registration steps and fingerprinting through the applicable licensing system.

The Fair Credit Reporting Act is the US federal law that governs how consumer reporting agencies collect, use, and share background check information for employment. It requires an employer to obtain written authorization before ordering a report, to provide a pre-adverse action notice with a copy of the report and a summary of rights if a negative decision is being considered, and to allow the candidate a reasonable opportunity to dispute inaccurate information before the decision is final. For a detailed explanation of how the FCRA and Equal Employment Opportunity Commission guidance apply, see Fair Credit Reporting Act (FCRA).

Financial institutions routinely include a credit component for positions involving cash handling, lending decisions, or access to member funds, because personal financial responsibility is treated as relevant to those duties. An employment credit report differs from a lending one: it generally excludes a credit score and account numbers, and it must be authorized separately. Several states restrict employment credit checks except for defined role types, so whether one applies can depend on where the position is based.

Running a personal background check with Checkr lets you preview what Advia Credit Union may see and gives you time to correct potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To share verified credentials with recruiters and hiring managers, build a free Checkr Profile.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.