Background Screening

Applicants Lie on Applications All the Time

Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.

For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.

Your Applicant has a Criminal Record - Now What?

Of all levels of background screening services, a majority of businesses will request criminal records most often. And all types of criminal histories are revealed as a result. Some reflect minor issues, while others are extremely serious. The business must then determine how the criminal record will impact their hiring decision.

Keep Your Medical and Drug Testing Forms Separate

You cannot ask any medically-related questions on a job application or during a pre-job offer interview. You can only inquire about medical, worker’s comp, and drug testing issues AFTER a job offer is made; this is normally a conditional job offer.

Once the employee is on board, medical and drug questions and tests can be addressed. Be sure to keep that information in a separate file – in a separate location – apart from the general personnel file. Check with your legal counsel to ensure compliance on this and other issues.

Operate in Multiple States? Careful When Using Criminal Record Information

We have one big country, but there are 50 states, over 3000 counties/parishes, and thousands and thousands of cities and towns. They all have their own laws and regulations on a variety of things, including the use of criminal records when making hiring decisions.

Check Your Release Authorization Now!

Federal law requires that the release/authorization an applicant signs to permit background checks must be on its own separate page…not a few sentences at the bottom of a job application.

Also, there cannot be any indemnification or hold harmless statements on the release/authorization. You can have those statements on a separate document, but they cannot appear on the release/authorization in any way.

Denying Employment Based on Background Screening Report

When you use information in a background screening report to deny (or possibly deny) employment, you must follow Adverse Action Procedures (AAP) outlined within federal law in the Fair Credit Reporting Act sections §603(k)(1)(B)(ii) and FCRA §615. The AAP is in place so applicants who may be or will be denied employment because of details in the report have an opportunity to review the report and address any errors or discrepancies in the information.

DRIVING You Crazy!

Your CDL drivers are under growing government scrutiny these days. Now more than ever the feds are keeping tabs on them, and your company, to ensure that safe drivers and equipment are on the road. The bottom line is that safer roads benefit everyone in many ways.

But don’t forget your drivers who do not hold a CDL. After all, you have sales reps, technicians, even AR/AP team members who use a company or personal vehicle for business every day. Their driving records must meet the standards of your insurance carrier.

She Lied on her Resume for over 30 Years!

High-level corporate professionals are all too often exposed for lying on their resumes.

Usually, these lies and misrepresentations relate to falsified educational or professional accomplishments. For example, a person may claim a Master’s degree in a certain field, but it is discovered they didn’t earn it or obtained one from a phony mail order school. Or, perhaps the person claims to have been a VP of Sales for ten years, but it turns out it was a basic sales position that lasted only three years.

Holiday Season is Here, Screen Those Temporary Employees!

If you hire temporary workers for the holiday season (full- or part-time), be sure to complete background checks as if they were applying for permanent positions. After all, even someone working three hours a day can cause irreparable damage to your business through theft, drug sales, workplace violence, harassment, etc. Certainly, you deserve to know if even a part-time worker with limited hours poses a threat to your business.