CFA Staffing: Hiring, Background Check & Employment Verification FAQs

CFA Staffing says it was incorporated in 1999 by founder and owner Teresa Wade, who describes starting the company by providing sub-assembly work for an automotive parts supplier. Wade says she learned the staffing business from the bottom up, moving from driving a bus that delivered temporary workers to jobs, to recruiter, office manager and regional manager, before starting her own company.

The company describes itself as minority and women owned. Its website shows certifications from WBENC and Mid-States NMSDC, along with certificates from the National Women Business Owners Corporation and an Indiana supplier diversity designation. CFA also says it has grown from a small group of associates to thousands of associates currently on assignment, and it states a commitment to workforce diversity, equity and inclusion.

CFA lists three core competencies. Light industrial work includes product assembly, packaging goods and preparing them for shipment, and quality control. Distribution center work covers processing and loading orders, pulling materials, packing boxes and placing orders in the delivery area. Call center work involves taking inbound and outbound calls, answering customer questions and resolving concerns. One recent opening on the company's job page was a summer operations support position at a client's engine plant in Lafayette, Indiana.

Company culture and employee programs:

CFA's services page describes on-site supervision, monthly and quarterly feedback sessions, productivity and improvement awards, and monthly newsletters meant to keep associates engaged. The company's job page says it offers incentives to associates who suggest improvements that increase production, reduce waste or reduce safety risks. Pay, shifts and benefits vary by assignment, client and location, so candidates are encouraged to confirm specifics when they apply.

Yes. Employers in the staffing industry, including CFA Staffing, are legally permitted to run pre-employment background checks, provided they follow the federal Fair Credit Reporting Act (FCRA) and applicable state laws. The FCRA requires written consent and specific disclosures before an employer obtains a background report from a screening company. Staffing companies may also screen candidates to meet the requirements of the client business where an associate will work.

CFA Staffing is generally reported to screen candidates before placing them on assignment, which is common in the staffing industry. CFA's own services page says its recruiting includes screening processes to find qualified candidates. The specific checks in a CFA Staffing background check may vary by client, assignment and location, because client businesses often set their own requirements for people placed at their sites.

The CFA Staffing hiring process typically starts with an application, which the company's job listings say can be submitted online, by phone or in person at a CFA office. Candidates are generally matched to an open assignment and may complete an interview or onboarding session. If selected, candidates may be asked to consent to a background check and any client-required drug screen before a first shift. Steps may vary by assignment and location.

A CFA Staffing background check typically takes from a few business days to longer, depending on the searches ordered and how quickly courts and former employers respond. Staffing agencies often fill openings quickly, so candidates may want to have identification and personal details ready when they apply. To see what affects timing, review background check turnaround times.

The components of a CFA Staffing background check are set by the employer and may vary by assignment and client. For a light industrial, distribution or call center placement, a check may include some or all of the following:

Candidates should review the disclosure and consent forms they receive during hiring to see which searches apply to their assignment.

Whether CFA Staffing drug tests depends on the assignment and the client business, and candidates should confirm before accepting a placement. Some manufacturing and distribution clients may require a drug screen for certain positions, and CFA Staffing may require one on a client's behalf. Any drug test is typically explained during onboarding or in the assignment paperwork.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

A felony record does not automatically rule out a candidate for staffing assignments, and CFA Staffing is generally understood to consider records case by case, alongside each client's requirements. Factors may include the type of offense, how much time has passed and the duties of the assignment. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates are encouraged to answer questions honestly and be ready to discuss their background.

Candidates applying through CFA Staffing will typically be asked to provide written consent before a background check begins. That consent is usually part of a disclosure form provided during hiring. Candidates should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number and address history. Accurate details help ensure searches are run in the right jurisdictions and can prevent delays.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

They can, since a client business may set its own screening standards for associates placed at its site. A candidate may be asked to complete extra steps for a particular assignment, such as an additional drug screen or an identification check, depending on the client's rules. Candidates can ask the CFA Staffing recruiter which steps apply to the specific assignment before they accept it.

Running a personal background check with Checkr lets you preview what CFA Staffing may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

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.