Why They Are Needed!
Why They Are Needed!
Employers may want to identify potential employees who routinely file discrimination or negligence lawsuits. Employers that routinely hire drivers or are in the transportation sector seek drivers with clean driving record — i.e., those without a history of accidents or traffic tickets. Department of Motor Vehicles and Department of Transportation records in various states are searched to determine the viability of candidates.
Drug testing by prospective employers is used for a variety of reasons, such as corporate ethics, measuring potential employee performance, and keeping workers’ compensation premiums down. Drug testing can include saliva, hair, urine, and blood samples to identify a history of current or past usage of illicit drugs or controlled substances.
Education records can be obtained to see if the potential employee has graduated from high school, obtained a GED, or received a college degree, graduate degree, or some other university certification.
Past employment information can range from confirmation of dates of past employment to deeper inquiries about performance, activities, and accomplishments, as well as interpersonal relationships. Prospective Employers may investigate past employment to verify position and salary information. Deeper checks can involve interviews with anybody that knew or previously knew the applicant such as teachers, friends, coworkers, neighbors, and family members.
Financial information, including credit scores, liens, civil judgments, bankruptcy, and tax lien information may be also be required to assist with a more detailed portrait of the persons background history.
Licensing and permit records can be gathered from government agencies and review boards that have oversight over professional conduct of its licensees. For Instance, doctors and lawyers each have their own licensing and review boards that document instances of malpractice or sanctions. These agencies will often maintain records regarding the licensee, including personal information, education, complaints, investigations and disciplinary actions.
Medical, Mental, and Physiological evaluation records. These records are generally not available to background check companies without documented, written consent of the applicant, consumer, or employee. However, with a signed release from the prospective candidate, information can be obtained.
Military records can also be obtained to identify specifics of one’s military discharge including honorable, dishonorable, or other than honorable. Authorizations to release may be required in some instances.
In the United States of America, the FCRA (Fair Credit Reporting Act) is the most important regulation governing background screening. Conducting a background check can provide peace of mind to a client that they performed their due diligence and did everything that they could do before entering into a business agreement or hiring a new employee, baby sitter/nanny, or tenant.
There are several types of criminal background checks available to employers, some more accurate and up-to-date than others. The most accurate method of conducting a criminal background check is to go directly through the state or county courts where the information exists. There are also other database-type criminal searches, such as statewide repositories and the national crime information files (NCIC).
The hiring of illegal aliens for work has become a serious issue for American businesses since the forming of the Department of Homeland Security and its Immigration and Customs Enforcement (ICE) division. All employers are required to keep government Form I-9 documents on all employees and some states mandate the use of the federal E-Verify program to research the working status of Social Security numbers. Also, some jobs are only available to citizens who are residents of that country due to security concerns. A fraudulent social security number (SSN) may be indicative of identity theft, insufficient citizenship, or concealment of a “past life”. A routine background check with a Social Security number trace can determine where the applicant or employee has lived and lead to further information or misinformation filed by the candidate. These types of checks can lead to further information, including past criminal and sexual predator history.