Some background check providers can provide basic background checks almost instantly or within the same day. Per FCRA regulations, you must verify that your company is a legitimate business before you can order a background check. The company credentialing process with a background check provider typically takes between one hour and one day to complete. Then you run the risk of losing your candidates to other employers or, worse, not getting the correct results back and basing your hiring decision on incorrect or incomplete information.
Or if you use social media to screen your candidates, you run the risk of seeing restricted hiring criteria — like religion or race — and making biased hiring decisions.
Some background check providers can conduct employment and education verification checks, as well as professional reference check services.
A background check is a worthwhile investment to build a high quality workforce that will help you reach your business goals. Tailor your screening policy to your industry and positions, and find a provider that can deliver the data you need — while helping you stay compliance. With informed hiring decisions, you can improve your quality of hire and mitigate risk. GoodHire makes employment screening easy. Find out how we can help.
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. Jen Dewar is a marketing consultant in the HR technology space with a focus on developing educational content for HR professionals and recruiters. She is passionate about diversity and inclusion, lifelong learning and development, and treating people like people throughout the candidate and employee experiences.
What terms appear on a criminal background check, and how should employers read them? Learn how to read and understand them in a few simple steps. Background checks look for different results and cover different lengths of time.
These records are checked by the Office of General Counsel and Secretary. Contact rfinsurance rfsuny. College degrees can be verified by contacting the college registrar. Some schools may direct inquiries to a degree verification agency. One agency commonly used is:.
Certain positions require a degree from a school accredited in the field of practice. The links below lists institutional, specialized and programmatic accreditation for higher educational institutions:.
This is applicable when third party vendors are used to gather consumer credit reports and other types of information. Information obtained in a background check is confidential and should only be available to the appropriate human resources staff or other authorized personnel. Such records should be kept separate from personnel files in a locked filing cabinet and retained in accordance with the RF Records Management Policy. Most of the time, all you need to do is log in to your provider's secure website, fill out a few questions and submit the request.
Checks typically take two to four days to complete, depending on how many specific screenings you are conducting. When you conduct the background check , thoughtfully review the information it uncovers. There may be convictions on the report, but how recent are they, and are they relevant to the job?
For example, if a job applicant was charged with possession of marijuana 20 years ago and there is not much on the report since then, it's probably fine to proceed with the candidate. However, if there are any sexual or other violent convictions, you should think through the ramifications of bringing this person on board. It may also be helpful to contact your attorney. It's OK to contact the applicant to ask follow-up questions. They should have an opportunity to clear their name, correct a misreporting, or provide context.
If you rescind a job offer, be ready to share the facts you found and why they matter. However, this is not meant to be a debate. Do not wait for the candidate to agree with you. Simply state the facts — for example, "I'm sorry, Mr. Smith, but a robbery conviction dating back two years does not provide us with enough confidence to move forward with your employment at this time. Do not run background checks for some candidates and not others.
For example, if you have a classification or type of job that has several openings and you screen one applicant for it, you need to screen everyone who has reached the same step in the hiring process.
You should keep your records for at least one year from the close of the job posting. Include records on anyone you've tentatively offered a job and screened. It is prudent to file these records away in case a former applicant inquires about their report, wants a copy of it or even sues your company. Many websites offer additional guidance on pre-employment background checks, broken down by state laws which are forever evolving.
Key takeaway: When running background checks as part of your hiring process, you should have a clear policy in place, use a third-party background check service, consider only relevant information, discuss the findings with the applicant, and save your findings for at least a year.
If you want to run reliable and legal background checks on employment candidates, you need third-party involvement of some sort, typically a company specializing in background checks. These companies are well versed in the process. They know the sources to turn to and have insights into which information may be inaccurate. Most importantly, they are FCRA compliant. This helps protect you from lawsuits concerning how the background check was conducted should an applicant feel they were treated unfairly.
You may be tempted to run a quick online "people search" on your own as a pre-employment background check. However, the vast majority of those sites are not FCRA compliant and clearly state in their terms of use that they should not be used to conduct pre-employment background screenings. Additionally, some of the information on those sites is inaccurate or outdated. So, if you use information from one of these searches to dismiss a candidate from consideration, they could bring legal action against you.
Key takeaway: You should only use professional background check services for your pre-employment screenings. They provide the most accurate information and comply with the FCRA, which is mandatory. Many companies offer pre-employment background screening services. These are some services that Business News Daily's sister site business. Key takeaway: You have a decent selection of reputable background check providers to consider, including GoodHire and AccurateNow.
This shows employers if the candidate has lived in undisclosed locations or under other aliases, which may reveal criminal records that wouldn't have been found otherwise. Traces previous addresses for the candidate. Finding out where a candidate has lived will make it easier to verify other research, and may reveal jurisdictions where criminal background checks should be performed.
Most background checks will look to see if the candidate is on the U. This is especially important for security jobs. A background check forms just part of a greater strategy. Read our article on Full Life Cycle Recruiting to see where a background check fits in the journey from attracting potential employees to eventually bringing them onboard. A general background check includes identity verification, employment verification, credit history, driving records, criminal records, and qualifications confirmation.
However, this depends on the type of background check you would like done. To perform a background check, you'll need to get the full name, social security number, and date of birth of the employee.
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