EMPLOYMENT BACKGROUND CHECKS
BACKGROUND CHECK COMPANIES ARE OFTEN ASKED:
HOW TO DO PLOYMENTBACKGROUND CHECKS?
Few risk management tools are more effective for a business than a quality employment background check.
Typically included in an employment background check:
1. A Nationwide Criminal Records Check which should include a check of the sex offender registry in all 50 states and all Federal Watch lists.
2. Credential Verifications Such as degrees attained
3. Past Employment Verifications
4. Driving Records
5. Employment Credit Reports may also be required for some jobs that require a high level of financial responsibility.
Background Check Costs
A basic criminal records background check usually costs between $25 and $35 dollars.
Credential verifications, driving records, credit reports and past employment verifications will add additional costs to an employment background check.
The Background Check Process:
You will need to get the full name, social security number, and date of birth of the employee.
And, you need the employee’s signed permission to get criminal records, credit reports, and other credential verifications.
This signed permission authorization form must be on a completely separate piece of paper and not be included as part of an employment application.
Please also note that all employment background check, drug screening, driving record and state release authorization forms are available in a PDF format file to our Automated Employment Screening Clients. All of these FCRA compliant release documents may be e-mailed to the applicants and easily completed online.
1. The Hiring Matrix.
For companies that do frequent hiring, it might be best to create a hiring matrix or flow chart. That way, the hiring process is consistent and it is easy for anyone to participate in the hiring process. And, the chances of discrimination issues arising are less likely.
2. Be legally Compliant
A. Follow all laws governing employment screening. The Federal Fair Credit Reporting Act (FCRA) specifies what you may and may not do as part of a background check with regards to credit and criminal record information. You may access the FCRA by Clicking Here
B. State And City Employment Background Screening Laws
Keep in mind that many states and even some cities have specific laws restricting how employment background checks are done.
For example, some states and cities have enacted “Ban The Box” laws.
You should familiarize yourself with your local requirements to remain compliant.
C. Background Checks: What Employers Need To Know
This government publication is well written and easy to understand. Moreover, it is not particularly lengthy but it contains much of the information you will need to be legally compliant with the employment background check process. Click Here for this document
D. Get Applicant’s Permission To Do An Employment Background Check
Be sure to get the applicant’s written permission prior to doing a background check of any kind.
B. Always get written permission from an applicant prior to doing a background check of any kind.
C. Disputing Information Contained In An Employment Background Check
Always give applicants an opportunity to clear up misunderstandings or to dispute information in an employment background check. This is one of the primary purposes of the FCRA. And, while very rare mistakes do occur and the employment background check is required to re-investigate claims of inaccurate records they report.
D. Criminal Record Considerations
When considering an any criminal history record reported on an applicant you may want to keep in mind that: Sometimes crimes reported may not be nearly as bad as they sound. (To see this page in our website for examples) Click Here
Also, you may want to consider how long ago the crime was committed. For more information on this subject. please see this page in our web site that indexes a comprehensive study done by Carnegie-Mellon university that provides empirical data relating to the lack of likely recidivism after significant time has passed since contact with law enforcement.
If you do not hire someone based on Information obtained in the course of a reference check then you do not need to disclose this to them.
However, if you do not hire someone based on a information you obtained from consumer reporting agency, then you must give the candidate a copy of the report and follow pre and post adverse action procedures.
We are always happy to assist in establishing or improving the employment background check process for any company or organization.
Our Automated Employment Screening provides an applicant controlled process that allows FCRA compliant background check forms, including Electronic Chain-Of-custody forms and releases to be completed online by the applicant.
We provide several short videos to easily acquaint you with the system.
This makes the background check process fast and easy.
Please Click or call for more information.
A price list will be promptly e-mailed to you.
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