A background check is a process during which employers investigate an individual’s identity, work history, education, criminal record, financial information, social media, and more. Companies are required to follow federal and state laws governing how they conduct background checks.
흥신소A standard background check includes verification of an applicant’s identity, a search of public records including database searches, and specialized list searches such as global watchlists and sex offender registries.
Criminal Records
A criminal record is a list of all arrests, convictions, parole violations and other legal issues involving an individual. A person’s criminal history may also contain information about non-conviction records, dismissed or set aside convictions and convictions pardoned by the government.
In the United States, all states have official “statewide repositories” of criminal records which are contributed by county and municipal courts, law enforcement agencies and other sources. Individuals can generally obtain their own records from these repositories for a fee or through their state’s public information law.
Many employers run criminal background checks on job applicants. In fact, the Society for Human Resource Management reports that 86 percent of companies check backgrounds before hiring. In some cases, an arrest will disqualify a candidate for certain jobs. Industries like security/policing, finance, teaching and healthcare typically do not allow ex-convicts to join their ranks. Nevertheless, a candidate with a criminal record may be able to get a job by showing that his or her past incidents are reformed and no longer pose a risk.
Employment History
A background check includes an employment history report, which provides details about a person’s work experience. The report lists the names of employers, job titles, and dates of employment. It can also reveal if there are any gaps in employment or why a person left a position.
Most employers request work history information on job applications or during the interview process. An employer may want to verify the information to make sure it’s accurate. This can help avoid a situation where the applicant’s resume doesn’t match the official records.
The Fair Credit Reporting Act (FCRA) allows companies to check employment history going back seven years. However, some states have different limits. For example, Wisconsin restricts consideration of arrest records to those that are “substantially related” to the job. When conducting a background check, it’s best to go as far back as possible. This will provide the most complete and accurate results.
Education History
A background check can verify an applicant’s claimed education, training and certifications. It can help detect lies that are common in resumes and applications. These can range from minor exaggerations to bolder claims such as fabricating a degree or claiming a license that is required for certain positions.
Employers can conduct an education verification in-house or hire a CRA that offers this type of screening. These checks can include checking for schools attended, dates of attendance and degrees earned. Some may also include verifying honors, areas of study and GPA.
It’s important to check for these details, as they can indicate if the applicant is lying on their resume and if they are capable of performing the duties of the job at hand. A thorough check can also highlight diplomas that were obtained from “diploma mills” which are sites that offer fake degrees to candidates for a fee.
References
Reference checks are a common part of the job-hunting process. However, it’s important to choose the right people to serve as your references. A good reference can help you stand out from the competition. They can speak to your work ethic and core skills, as well as a personal side of your character.
It’s best to stick with professional and business-related references, such as managers, supervisors or colleagues. Avoid using family members as a reference, as they may be less likely to be objective or critical about your performance and behavior.
If you’re new to the country, it may be difficult to get work-related references. In these cases, you can use personal or community-based references such as teachers, mentors and leaders of newcomer support services. If you’re going to use a personal reference, make sure they understand how their reference will be used and are comfortable being contacted by potential employers.
Credit Reports
Employers often run credit checks on candidates for positions that have significant financial responsibilities or access to confidential information. A credit report shows the applicant’s compiled payment history, including past due debt, foreclosures and bankruptcies. A check can also reveal addresses associated with a person’s accounts and identify people who have a legal right to the report’s contents, such as spouses.
A good credit report is an indicator of financial responsibility, which can help reduce a company’s risk of theft by employees or embezzlement from customers or clients. A bad one, on the other hand, could signal possible financial distress or even fraud.
The Fair Credit Reporting Act requires employers to get an applicant’s consent and provide them with a copy of the report they used before taking adverse action (like rejecting a job application). You can request your own free credit report from any credit bureau, as long as you follow credentialing rules.
Civil Court Records
A civil background check provides employers with a different type of insight into potential employees. This is because a civil case is not about criminal actions but rather involves someone suing another individual for money or damages.
The types of cases that may show up on a civil background check include eviction notices, personal injury, discrimination, return of property, and other non-criminal matters. These are typically handled by lower courts but can also be done by federal district civil court searches.
A search of federal civil records will uncover civil rights issues, tax disputes, issues involving interstate commerce, government regulations, and financial institutions. This can be an important tool to ensure that a candidate does not have any outstanding litigation against them. Bankruptcies are also returned through a civil court check as bankruptcy is filed at the federal level. This can provide a wealth of information about an applicant and should be included as part of your screening policy.