Forge Industrial Staffing: Hiring, Background Check & Employment Verification FAQs

Forge Industrial Staffing says it was founded in 1995 by Richard DeTamble and John Janisch, who wanted a staffing company built on relationships and focused on the needs of industrial clients and employees. The company opened its first office in Elkhart, Indiana, and today lists offices throughout Indiana and Michigan, including Indianapolis, Fort Wayne, Elkhart, and South Bend in Indiana and Grand Rapids, Holland, Muskegon, Livonia, and Warren in Michigan.

Forge specializes in light industrial work. Its resources page says positions include packaging, assembly, production line work, forklift driving, welding, and machine maintenance, and its application page says clients include major employers in the automotive, food packaging, and greenhouse industries. Many assignments are designed to grow into regular, full-time positions with the client, and the company notes that some employers only hire people after they have worked at their location through Forge.

Because Forge places workers with other companies, the employer a candidate reports to day to day is often the client. That is why screening can differ from one assignment to the next, a point the company makes itself on its resources page.

Company culture and employee programs: Forge describes a mission of changing lives, one job at a time, and a community program called Forge Cares that partners with local charities. The company says it is an equal opportunity employer, and its site offers a referral program, online or in-person applications, and Spanish-language application access. Pay, benefits, and schedules may vary by assignment, shift, and location, so candidates should confirm specifics with the local office.

Yes. Employers in the staffing industry, including Forge Industrial Staffing, are legally permitted to run pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable federal, state, and local laws. The FCRA requires written disclosure and the candidate's authorization before a consumer report is obtained for employment purposes.

Forge Industrial Staffing says it does not require a criminal background check as part of its own hiring criteria. Its resources page adds that a client's criteria can make a background check a requirement for a specific job, and that any applicant being considered for that job will be told the parameters of the check. The Forge Industrial Staffing background check therefore may vary by client, role, and location.

The Forge Industrial Staffing hiring process typically starts with an application online or at a local office. The company says a service coordinator then schedules an interview, and candidates may be placed on assignments that start as temporary work and can turn into regular positions with the client. Candidates may be asked to meet client requirements, such as a pre-employment drug screen or a background check, before an assignment begins.

Turnaround depends on the searches a client requires, the courts or agencies being queried, and the candidate's history across jurisdictions. Many background checks are returned within a few business days, while searches across several counties or states can take longer. Candidates who want more detail can review background check turnaround times.

The specific components of a background check are set by the employer, and for a staffing agency like Forge they may be set by the client company. For a light industrial assignment, a background check, when one is required, may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be run for their assignment.

Forge Industrial Staffing says some of its clients require applicants to be able to pass a pre-employment drug screen. That means a drug test is not necessarily part of every Forge placement, but it may be required for certain jobs, clients, or shifts. Requirements may vary by assignment and location, so candidates should ask the local office what testing, if any, applies to the job they are considering.

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.

Forge Industrial Staffing says its own hiring criteria do not require a criminal background check, but a client may require one for a specific job. Decisions about a candidate with a record are typically made case by case, and factors that may matter include the type of offense, how much time has passed, and the duties of the assignment. Many states and cities have also enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer application questions honestly and ask the local office about client requirements.

Forge says its two basic requirements are that applicants be at least 18 years old and be able to provide documentation of their right to work in the United States. If a client requires a background check, candidates will typically be asked for written consent, usually on a disclosure form, and should be ready to provide a full legal name, date of birth, Social Security number, and address history. Accurate details help searches run in the right places 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).

Forge says applicants must be at least 18 years old and able to provide documentation that establishes their right to work in the United States. Anyone is welcome to apply, according to the company, and applications can be completed online or in person at a local office. Some clients add their own requirements, such as relevant experience, a high school diploma or GED, or the ability to pass a pre-employment drug screen, so candidates should ask which apply to a specific assignment.

Some may. Forge says client criteria can make a background check a requirement for a specific job, and candidates considered for that job are told the parameters of the check. Because the client sets the standard, two Forge assignments can involve different screening. Candidates should read any disclosure and consent forms carefully and ask the recruiter which searches will be run before agreeing to an assignment.

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

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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.