An employment background screening is essentially a verification procedure.
It is a method of investigating the past of an individual and his achievements and failures for the purpose of recruitment. This helps the employer to judge the validity of information furnished by the prospective employee.
Any company must go through a proper and systematic background checking before making a hiring decision.
Employment Background screening have proved to be more beneficial and effective in comparison to personal interviews and information provided by resumes and Reference Letters.
Employment Background Screening
By: James Warden
Employment Background screening are organized methods of investigation, where the company follows a particular course of action by conducting a research work as par requirement disregarding additional unnecessary details. The requirement of screening by Federal or Sate Law has become necessary in most professional specifications.
An Employment Background screening becomes more crucial and indispensable when an employer has to select the best among several potential applicants. A correct detection, results in the gift of a worthy employee. In the United States, the Brandy Bill requires criminal background checks for purchasing handguns from licensed firearm dealers. Restricted weaponry items like machine guns and other explosives, suppressors and huge quantities of precursor chemicals and secret weapons permit also requires a thorough criminal background check.
Employment Background Checks are also compulsory for those in positions of honor, greater responsibility and security. These include trucking, ports of entry and airline transportation.
An Employment Background Screening consist a variety of information beginning with the certification of an applicant’s Social Security number to a complete variety of specifications of the employee’s past accounts and connections. Some of the significant information generally included in background checks is public records formed by government agencies.
The Credentials of Employment Background Screening
• Driving Records
• Social Security Number
• Cases Of Bankruptcy
• Property Ownership
• Former Employers
• Vehicle Registration
• Education Records
• Character References
• Military Records
• Personal testimonials
• Credit Records
• Court Records
• Neighbor Interview
• State Licensing Records
• Past Records Of Imprisonment And Confinement
• Criminal Records
• Worker’s Compensation
• Medical Documents
• Drug Test Documents
• Sex Offender Lists
These above-mentioned details regarding an individual are enough to give the concern an idea of the several traits and characteristics of an eligible candidate. In short, an Employment Background Check can easily be termed as eligibility test to judge the legal worthiness of a candidate regarding a particular professional placement.
Employment background checks are becoming increasingly common these days. The reasons for this include the fact that negligent hiring lawsuits that result from the actions of an errant employee can damage a company’s credibility and lead to hefty fines; companies have become more selective in their choice of employees following the threat of terrorist activities; accepting a resume at face value has resulted in many companies wasting time and money due to frequent hire-and-fire situations. Also, more companies are now conducting employee background checks as information from databases all over the world is available online. Employers are not bound to conduct an employment background check in all cases; however, federal and state laws make employment background checks compulsory for jobs that require interacting with children, the infirm, and the aged.
Information that can be included in an employment background check includes driving records, details of past employments, criminal records, military records, educational records, character references, and drug test records. However, background check companies that provide information to employers have to abide by the Fair Credit Reporting Act (FCRA) which regulates the type and amount of information that an external agency can provide to an employer. Bankruptcies that are more than 10 years old as well as civil suits and records of arrest more than seven years old cannot be reported. FCRA regulations vary with the state and agencies that carry out a pre-employment background check need to ensure that they comply with the state regulations.
Employment background checks can be conducted by companies in-house or can be outsourced to third parties that may include private investigators, H.R firms that screen applicants, and data brokers who are established online. Outsourcing an employment background check has its advantages but if a third-party is conducting a background check, consent from the applicant is required and under FCRA regulations the applicant should be provided with a copy of the investigations. If the employment background check is conducted in-house, the employer is not bound to obtain the applicant’s consent or apprise him in detail of the reason for rejecting his application.
Employment Background Screening | Pre-employment Screening