Employers conduct pre-employment background checks on prospective hires in order to ensure they’re hiring trustworthy individuals, such as verifying employment history, education credentials and criminal history records.
To protect against identity thieves, avoid public Wi-Fi networks and utilize a virtual private network when browsing the web on mobile devices. It is also wise to shred documents containing personal data before disposing them off.
A credit report offers a snapshot of someone’s financial history, detailing debt repayment history. Aside from debt information, it also contains details such as past addresses, aliases and names used; bankruptcies; judgments and liens as well as bankruptcies or judgments against individuals or companies that could exist within it. Credit grantors – such as banks, credit card companies and lenders – provide this data to Experian, Equifax and TransUnion as the three major credit bureaus. Credit checks are an essential component of a background check because they reveal whether an applicant is trustworthy with money. A history of nonpayment or even having their debts sent directly to collections could indicate they could be unreliable on the job – this could be especially dangerous if handling large sums or customer financial information is involved.
Employers have started conducting additional background checks – including credit reports – as part of the hiring process, according to a national survey conducted by the National Association of Professional Background Screeners. 31% of businesses ran credit checks on new hires during 2016. Unfortunately, using such credit reports remains controversial as some states prohibit this practice.
Before an employer can run a credit report on prospective job applicants, they must give written notice and secure written authorization from them in advance – this usually involves giving a consent form or similar document as separate notice to the actual application that must be filled out. Once given this notification and authorization from job candidates, an employer must then certify to a credit reporting agency that this step has taken place and can begin running reports.
Soft inquiries occur when an employer pulls an individual’s credit report without impacting their score. A hard inquiry, on the other hand, occurs when someone applies for new loans or credit cards and can cause their score to decrease several points.
Employers should carefully review the results of their credit checks to identify any discrepancies or discrepancies in information provided to them by credit bureaus, such as any discrepancies between names listed on a report and Social Security numbers or even incorrect spelling on an employment history listing – it could indicate identity theft that must be reported immediately. Employers should also double-check that all employment history details listed are accurate to avoid any further complications with their hiring processes.
Driver’s licenses are forms of identification that permit an individual to operate motor vehicles on public roads. Individuals may need to present proof of identity and in some instances residence. The type of vehicle a driver’s license permits depends on their state. For instance, in New York there are different classes of licenses with Class D being the most widely held one, allowing individuals to drive passenger cars, vans and small trucks on public roads.
An employer should perform an MVR (motor vehicle record) check as part of its background check process when hiring new employees, as this can reveal information regarding any traffic violations, accidents or incidents they have been involved with on the road as well as whether someone has been arrested for drunk driving and has outstanding warrants against them.
Employers in transport industries frequently require prospective candidates to complete an MVR check as part of the application process, to ascertain that they are safe to drive with no major violations in their past history. This step can be especially important when hiring drivers with commercial vehicles such as truck drivers or delivery drivers.
In most states, an MVR can be found through a database maintained by the Department of Motor Vehicles; however, an employer may need to request directly that a copy be released directly to them from DMV.
Employers should work with a background screening provider that has access to these databases and understands the language of driving histories, making obtaining and interpreting reports much simpler, while helping reduce risks of negligent hiring claims that may arise later on. In addition to running MVR reports on all employees and contractors before allowing them behind the wheel of company vehicles.
Employment history verifications are among the most essential background checks conducted during the hiring process. They ensure an applicant’s previous occupations are true and help detect dishonesty by verifying dates, job titles and reasons for leaving each position held by each applicant. Information for employment history verification can be obtained from sources like current and former employers, schools and government databases.
Nearly all job applications require applicants to provide an outline of their past work experience, which could take the form of either an chronological resume or an extensive listing of positions held with various companies and the duration of employment for each position.
An extensive employment history will enable an employer to assess a candidate’s skill sets and adaptability, as well as his/her commitment to staying with one company – frequent short-term jobs could indicate lack of dedication to staying long term with that organization.
Verifying an applicant’s employment history is generally straightforward and free of cost for employers or human resources team members. An employer or HR staffer simply calls each workplace listed on an applicant’s resume to confirm dates of employment, the name of their position held by the candidate and job descriptions for all jobs listed – often this service will come directly from them.
Keep in mind, however, that certain states have laws regarding how much information an employer can legally release about their employees to third parties. If an employer is uncertain as to what steps to take in this scenario, seeking legal advice should help ensure they comply with all laws in their state.
At times, it can be more efficient for companies to hire the services of an external background check provider who offers comprehensive pre-employment screenings. That way, companies can rest easy knowing they are receiving accurate and complete information regarding an applicant’s employment history, education background and criminal record.
An employer conducting a criminal record check will analyze any convictions or misdemeanors the candidate may have committed, as well as pending cases or arrests that have not yet resulted in convictions. While employers often view criminal record checks as one of the most essential parts of background checks, employers cannot use information obtained during such checks for discriminatory purposes as this would violate both federal law and EEOC guidelines that restrict such behavior.
Criminal background checks differ depending on your state of residence; some only permit checking convictions from within a certain timeframe, like seven years, while others have no time restrictions whatsoever. Before ordering one for yourself or someone else, be sure to learn about all applicable rules in your area first.
Criminal record checks typically include both felonious and misdemeanor convictions. Pending or arrest cases or arrests will also be reported if legal. Employers tend to focus more heavily on convictions because they provide proof of guilt whereas arrests do not.
Employers may still decide to employ individuals with criminal backgrounds, but it is up to them to determine whether that individual will be an asset or liability for the position in question. A history of serious offenses might not make for an ideal fit if your role requires handling cash or sensitive financial data or personal information directly with customers or storing personal details on files.
Based on your company, criminal background checks may include searching the FBI fingerprint database of applicants for jobs that require high levels of security. Some employers even conduct DBS (Disclosure and Barring Service) searches in the UK which would look at any contact with law enforcement or courts within that country.
Background checks may take an employer some time to complete, due to various reasons, including additional documentation being requested, county courthouses lacking digital systems or delays in connecting with potential sources to verify information.