HR professionals should contact previous employers to verify:. Listing academic degrees never obtained or educational institutions never attended are also common resume falsehoods. One high-profile case involved the admissions dean for the Massachusetts Institute of Technology, who resigned after it came to light that she had claimed to possess three degrees she had not actually earned. Similarly, a former CEO of RadioShack resigned after executives discovered he had falsely claimed to have two degrees from a college in California.
See Why should an employer verify an applicant's education? Increased use of criminal background checks by employers to prescreen job applicants stems from the growth of claims alleging that an employer was negligent in hiring or retaining an employee who subsequently engaged in workplace violence or some other act that resulted in harm to a person e. Many organizations also perform criminal background checks on current employees, either as a matter of course or prior to a promotion, transfer, or other change in the terms and conditions of employment.
Companies that use criminal background checks should examine and understand the Equal Employment Opportunity Commission's EEOC's related guidance; an evaluation of current practices considering this guidance will help HR professionals assist managers in an individualized assessment of each record.
Generally, it is not practical for employers to perform criminal background checks in-house. The result has been the emergence of third-party service providers whose business is to conduct background screening for employers.
These providers, as a rule, are better equipped to conduct thorough and accurate background screening, assuming they adhere to certain guidelines and practices. Workers with Criminal Records. Credit reports are frequently sought for candidates applying for positions that involve financial responsibility.
Such a report helps an employer ascertain whether the applicant's financial status might pose a risk in a position involving handling money or exercising financial discretion. Credit reports should be used with discretion because many EEOC and state laws prohibit their use when an employer cannot present a compelling business rationale for such reports.
Quite simply, they should be reserved for positions meriting credit scrutiny. See Credit Check Policy. Employers should always check the driving record of any individual who will operate an organization vehicle at any time or who will drive personal or rental vehicles on company business. A motor vehicle record typically lists license status, license class, expiration date, traffic violations, arrests and convictions for driving under the influence, and license suspensions or cancellations.
For some jobs, federal or state law may require a background investigation. These include jobs in health care, child care, education and public transportation, among others. Employers will want to check with legal counsel for compliance requirements in the states in which they have employees. While employers are not required to check the federal listing of Specially Designated Nationals, they would be required to report any match they do find to the Office of Foreign Assets Control.
Employers should work with legal counsel to determine their individual obligations. See Must all employers check applicants against a terrorist list before hiring? The HR. Using information gleaned from the Internet is a controversial approach. On the one hand, it would be hard to defend an organization that did not avail itself of free and publicly available information that might have prevented a hiring disaster. On the other hand, employers using such means of background checking must recognize the limitations of the medium.
The personal reference check may be one of the most insightful background screens, but it can be one of the most difficult to obtain.
Whether done in-house or through an outside vendor, well-organized and well-executed reference-checking practices yield the most valuable information about what to expect from job candidates—that is, much more than just an applicant's "name, rank and serial number. Conducting a background check can take 48 hours or less—or it may take as long as a week. With pre-employment screening. There are several different methods employers may use for pre-employment screening, and what shows up on a background check will vary depending on which service is chosen:.
ShareAble for Hires offers reliable, trustworthy, and comprehensive pre-employment screening that can help ensure you have a more complete picture of your job applicant. Through criminal reports, credit history, and identity verification, you can confirm your hiring decision and ensure your applicant meets your criteria. Keeping your business safe should be priority, and running criminal background checks on job applicants can protect your company, employees, and customers. TransUnion data shows that nearly 1 in 4 reports contain a criminal record.
ShareAble for Hires scours million national and state criminal records. Our criminal reports glean information from Most Wanted databases, the Sex Offender Public Registry, and criminal databases from 43 states. ShareAble for Hires criminal reports offer FCRA-regulated data, providing you with the relevant criminal history information needed to effectively screen potential employees.
You may decide to have stronger financial criteria for applicants who will be regularly handling money, and a credit report can be useful in determining the financial trustworthiness of your applicant. Does the position in question involve the handling of money? ShareAble for Hires draws its credit reports from TransUnion, a trusted, reliable credit reporting agency with over 40 years of experience.
When you use ShareAble for Hires for pre-employment background checks, you receive a credit report that include:. Identity theft reached an all-time high in That means almost 1 in 16 U.
S adults were victims of identity theft in the past year alone. What does this mean for your business? ShareAble for Hires offers built-in identity verification with each screening package so you know your applicant is who they say they are. Applicants enter their information into the system and answer a series of personal questions to confirm their identity and grant consent to screening.
All applications and reports are kept on your employer dashboard so you can manage and refer to applications in once place. Finding an honest, responsible and trustworthy employee is no simple task, but ShareAble for Hires makes it easier. Make faster, better-informed hiring decisions with ShareAble for Hires pre-employment screening services. She focuses on topics that empower small business owners through data, insights and industry best practices.
A caregiver can assist your loved one with both personal and medical tasks. Learn about the different kinds of caregivers and how to go about hiring one.
Information uncovered in employment background checks is highly sensitive and subject to strict privacy-protection regulations. The sharing and retention of this information also may be subject to additional state and local guidelines. Nearly all background checks include a criminal-history check, based on information supplied by the candidate, including their Social Security number. Criminal background checks will reveal felony and misdemeanor criminal convictions, any pending criminal cases, and any history of incarceration as an adult.
Arrests pending prosecution may also be reported. Arrests that did not lead to convictions may appear in some background checks; GoodHire excludes them in its screenings to conform to EEOC guidelines. Records of juvenile convictions and detention that have been sealed by a court typically do not appear in these searches, but all other criminal convictions may appear, unless they occurred in a state that forbids disclosure of convictions after a certain period of time.
Pre-employment background checks typically include criminal-background checks, plus verification of information on past employment, education, and professional licenses. Employers may also require applicants to submit to drug testing as part of the pre-employment screening process. Learn more in the Complete Guide to Background Checks.
The advantage of a fingerprint search is certainty that all records associated with a given set of prints belong to the individual in question. The precise nature of a fingerprint search can vary, depending on the type of information requested by the employer and the databases used by the screening company. Often used to screen candidates for jobs with federal government agencies and companies that work with and for them, an FBI-level background check uncovers any and every interaction a candidate may have had with law enforcement agencies that provide their criminal data to the FBI database.
In addition to convictions, this may include arrests even those that did not lead to indictment or conviction , traffic violations, and even parking tickets. The IACIS database links personal data to fingerprints collected in both criminal and non-criminal matters.
Fingerprints are also checked against the National Crime Information Center NCIC database, a huge compilation of criminal-history information and data on wanted criminals; and against databases of sex offenders and terrorists. FBI background checks have come under some scrutiny in recent years, on grounds that bureau databases are not always complete, and because the records they contain may create disparate impacts in instances involving minority job applicants.
Passing an FBI background check is not the same as obtaining a security clearance. A background check may be a first step in the process, but security clearance typically involves a much more extensive research, including interviews with the subject and others who know him or her well. A Level 2 background check is a specialized type of fingerprint background check typically performed on candidates for jobs that involve working with vulnerable persons, such as children, people with disabilities, and seniors.
Level 2 checks are also often required for volunteer positions at schools, daycares, and senior centers as well as for paid personnel. Many employers run the OIG background check and other healthcare sanction checks before hiring an employee or entity. In addition, they may routinely conduct checks post-hire to ensure their employees are not added to the list once hired.
Search results include date of birth, address, and reason for exclusion and can be confirmed with a Social Security number SSN. If an employer fails to run the OIG background check and hires someone whose name is on the sanctions list, the employer could be forced to pay civil monetary penalties.
The employer is also potentially at risk for safety and liability issues. In the following cases, the OIG has the discretion to add individuals or entities to the list, or leave them off:.
E-Verify is used by employers to verify the identity and employment eligibility of newly hired employees. The online check compares information from the I-9 form new employees are required to fill out with government records to confirm that the employee is authorized to work in the US.
A new I-9 form was issued in October which became mandatory on May 1, Since , the federal government has mandated its use for some federal contractors, and some 22 states require it for certain public and private employers; however, E-Verify is voluntary for most employers. Form I-9 and E-Verify are similar in their purpose, but E-Verify takes the process one step further to make sure new employees are authorized to work in the country.
Here are some key differences between the two:. Enrolled employers can perform an E-Verify check through the E-Verify website. Launched in , the Automated Fingerprint Identification System AFIS stores more than 35 million sets of fingerprints, mostly submitted by law enforcement agencies. A fingerprint background check, or Identity History Summary , is often used in conjunction with other background checks and is most often used as part of the pre-employment screening process.
A fingerprint background check is mandatory for government-run institutions such as public schools, airports, law enforcement agencies, hospitals, and fire departments. It may also be required to be eligible to receive certain professional licenses, including jobs in real estate, medical care, finance, casinos, and pharmacies.
If a fingerprint background check is required for employment, applicants will visit an authorized local fingerprint business or government organization to have their fingerprints scanned or inked and submitted. If an employer in the US is considering hiring a candidate who lives in another country, or a US-based candidate who has recently lived, worked, or studied in a different country, the employer may want to run an international background check in addition to its regular employment background check.
With an international background check, the employer can get international criminal records, education, and employment verification. Depending on the information employers need, they may pay for one, two, or all three. Each country requires varying documentation to perform the check, such as full name and a copy of a government-issued ID, such as a passport. Many landlords also check credit reports to verify whether a person applying to rent property has a history of good credit and may be more likely to pay rent on time.
Additionally, some jobs require a credit background check, especially for positions in the financial services industry where the employee would manage money, or has access to money on a daily basis.
The FCRA requirements mentioned in the Employment Background Checks section of this article apply to credit checks, and employers need to stay on top of local laws that may restrict the use of employment credit background checks for hiring decisions.
Eleven states, including Washington, D. Employers must get written permission from applicants and employees and inform them that information in their credit background checks may be used in decisions about their employment. For example, you can run a personal background check to see if your name appears in any criminal, traffic, or sex offender databases. Finding out what shows up on your background check is a great way to address potential errors you find.
If you discover and address potential errors before an employer or creditor sees them, you could save yourself from missing out on an opportunity to get a job or borrow money. Learn how to run a background check on yourself. Credit report errors are the number one complaint to the Consumer Financial Protection Bureau , the agency that makes sure banks, lenders, and other financial companies treat consumers fairly.
You can get one free credit report every year from each of the three national credit bureaus Equifax , Experian , and TransUnion at annualcreditreport. A professional license background check, or an education verification check , verifies that the applicant does indeed possess a valid license as claimed. This is an important step in helping to protect the employer from negligent hiring claims.
Certain industries rely on professional licenses to ensure that people working in that industry have the experience, knowledge, and credentials required to perform the job. The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.
GoodHire provides simply better employment screening for you and your candidates.
0コメント