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Pre-employment Background Screening |
| The advantages of a thorough background screening in today's enivornment are many. These include:
The partner we have aligned for candidate screening with has the capability to assist us in any or all of the following areas as relevant and needed. Previous Employment Verification:We can provide a verification report of the applicant's previous employers during the period specified by the client. The information obtained by the interviewer includes but is not limited to: dates of employment, character, salary, title, performance and productivity, attitude, skills, attendance, eligibility for rehire and reasons for termination. We will also include any specific questions you require. We are especially adept at getting more information from a previous employer than it is usually their policy to give. We can also obtain drug testing history from previous employers as required by D.O.T. regulations. Education Verification: We can provide a confirmation of the applicant's highest level of education, degree earned and the dates of attendance or graduation. Personal References Check: We can provide a verification of the applicant's personal references included on his or her resume or application. This comprehensive survey conducted by skilled operators covers several topics including psychological problems, family, or domestic relations, trustworthiness, reliability, use of illegal substances, and abuse of alcohol. Credit History: If needed we can provide confirmation of name, address, and social security number as well as an applicant's credit history. Credit reports confirm the facts and reveal the unknown. There is a wealth of information that can be inferred on an applicant, such as trustworthiness, stability, and responsibility. The report provides evidence of debt, garnishments, child support, bankruptcy and judgments. This is a pre-employment PEER report and does not appear as an inquiry on a person's subsequent credit reports. Criminal Court History: We can provide a complete written report of misdemeanor and felony cases directly from the Superior and Municipal Courts in each jurisdiction. Again, these reports contain complete data of arrest and convictions including case numbers, dates, and disposition. Civil Court History: This is the same as the criminal history above, but revealing civil judgments, liens, law suits (as plaintiff or defendant). Federal Court Records: We can provide a comprehensive search of federal offenses on record in all Federal District Courts of the U.S. using the PACER (public access to court electronic records) System. Motor Vehicle Report: We can provide a review of the applicant's current history in any state requested. Motor Vehicle Reports list all infractions within the past three to five years and verify the status and classification of license. This report can reveal a propensity for recklessness and being under the control of alcohol or drugs which an employer may utilize for non-driving applicants. (There are some current problems in accessing records in certain states, however.) Worker's Compensation Report: We can provide a State Department of Worker's Compensation review of compensation claims made by applicants (in States where available). This report covers ALL claims and dispositions on file with the applicable state. Trace Reports: Trace reports are reports by credit agencies that provide a review of an applicant's former addresses and verification of his or her social security number. The application or resume tells you where a person worked; this tells you where they lived. Never trust a possible criminal to tell you where to look for a criminal record. Use a trace report. We believe so strongly that you should use a trace report to tell you where to look for criminal records that we make it available at our cost. Drug Testing Programs: We can provide drug screening this is a highly specialized entity unto itself with complex laws governing the use, misuse, and abuse of illegal (and legal) drugs in the workplace. To navigate through the maze of federal and individual state restrictions for pre and post employment drug screening, we have affiliated with a company that is knowledgeable in all aspects of administration, collection, testing and reporting, chain of custody, medical review, policy implementation, education, and regulatory compliance. This company will work with your existing program or create a new program for your company. Their goal, like ours is to make the task easier for you the client. Legal Issues: The Fair Credit Reporting Act (FCRA) governs the activities of consumer credit reporting agencies, as well as the users of the information procured from these agencies. We will continually act in accordance with the FCRA requirements. Many other things, the FCRA prohibits employers from obtaining consumer reports unless the employer discloses to the applicant in writing that such a report may be acquired (i.e., an authorization to release information). This release must also state that if the employer denies employment based on information from a report, the applicant may make written inquiry requesting a disclosure of the nature and scope of the investigation. What Are The Legalities? For the great majority of companies that do not work with the government, Due Diligence is the most applicable regulation.. Says Rosen, "The primary legal inducement (for employers) is Due Diligence. Every employer has a reasonable duty of care in whom they hire. An employer breaches that duty of care when the employer knows or should know facts that would warn a reasonable person that the employee presents an undue risk of harm of third parties or co-workers in light of the work to be performed. By engaging in a background check, a staffing agency demonstrates that it has taken reasonable steps to insure that a job candidate is safe." The main legislation regarding background screening is the Fair Credit Reporting Act. Under the FCRA, when an employer uses a background screening company to prepare a report, it must follow several steps. The employer must clearly disclose to the applicant in a separate document that a report is being prepared. The disclosure cannot be buried in the fine print in an application. A signed release is required before checking records such as criminal convictions or pending criminal cases, driving records, credit reports, or educational credentials. An additional notice is required when a background firm checks references, such as asking previous employers about job performance. If an employer intends to deny employment based upon information in the report, the job applicant must receive a copy of the report and a notice of legal rights. If an applicant believes the information is wrong, the applicant can inform the screening agency, which must remove or correct inaccurate or unverified information. Applicants have the right to inspect their files. Unfortunately hiring is not an easy process. In addition to the challenge of finding the right people there are a host of rules/regulations that one must adhere to as well. The most common pitfall in the hiring arena is discrimination. The following regulations apply to most companies.
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