How Do You Know When an Employer Runs a Background Check

Your favorite candidate only left the interview room. Y'all can't wait to offer them a job. Exercise you lot become with your gut and let a couple of Google^® searches tell you nearly the person'due south background, or do y'all run a compliant, online groundwork check and verify your hunches?

Even if a candidate looks perfect on paper, information technology'due south crucial to do your due diligence to ensure that y'all're hiring a adept employee — gut instinct isn't plenty. Some job applicants could fabricate their credentials to help beef up their resumes; while non all candidates will be brazen plenty to lie outright, their resumes may nevertheless be misleading.

Hiring the right candidate might just exist the missing slice to your company'southward success. That said, a bad hire can have the opposite consequence. The wrong choice may cost your company money and time while impacting morale among your existing team members.

Bad hires can likewise impact your own productivity; CFOs have been known to study that supervisors waste time managing underperforming employees.

Small business owners are oftentimes working with smaller budgets and express resources, and then it'due south of import to invest in the correct people and strategies and brand sound hiring decisions upfront.

To help reduce the risk of making a bad hire, pocket-sized business owners and hiring managers should thoroughly vet prospective employees. Background checks like ShareAble^® for Hires tin chop-chop prove you lot whatever red flags about candidate's credit report and relevant criminal history.

In that location are dissimilar types of background screenings available, and the correct one for your business depends on your industry and your organization's needs.

Continue reading for a full overview of the benefits of employment screening, the differences betwixt types of employment background checks, and how yous can use background checks to your reward.

Benefits of Groundwork Checks

It costs U.South. company substantial funds and time to hire ane new employee. Spending $40 to screen applicants ahead of time could protect your company from wasting time and money.

By requiring your task applicants undergo an online background check, employers and hiring managers can:

1. Make a fully informed hiring decision: Armed with comprehensive information, you can have peace of mind that you're making the right hire.
2. Reduce run a risk in the workplace: By examining a candidate'due south relevant criminal background, you may uncover a history of violence. Co-ordinate to the Occupational Safety and Health Administration (OSHA), "Acts of violence and other injuries is currently the third-leading cause of fatal occupational injuries in the United States."
3. Verify candidate claims: Background screening can be used to verify claimed identity, certifications, education, and experience.
4. Mitigate the risk of negligent hiring claims or lawsuits: Negligent hiring claims generally occur when an employer knew (or should have known through due diligence) that an employee was a serious hiring chance. Negligent hiring claims oft occur in sure industries and businesses: utility companies, delivery companies, hospitality businesses, nursing homes, healthcare, and real estate. Regardless of your industry, it'south in your best involvement to avoid a negligent hiring claim and properly screen candidates.

Note: Yous must receive the candidate'due south express permission before performing an employee background check to ensure Fair Credit Report Act (FCRA) compliance. ShareAble for Hires allows your candidate to give permission instantly.

7 Types of Employment Background Checks

Below are seven different types of employment background check options you tin can leverage to find the perfect fit for your business concern.

• Identity Verification
• Criminal Groundwork Checks
• Credit Groundwork Checks
• MVR Reports
• Professional License & Didactics Background Checks
• Fingerprint Groundwork Checks
• E-Verify Groundwork Checks

1. Identity Verification

Identities are stolen. It's imperative that employers and hiring managers verify that candidates are non using stolen identities when applying for jobs. Identity verification background checks enable employers to confirm that prospective hires are who they say they are.

ShareAble for Hires uses sophisticated record matching logic to match identity checks to your job bidder, resulting in fewer false-positive matches. These identity checks include verifying:

• Name
• Address
• SSN
• Engagement of Birth
• SSN was reported fraudulent
• SSN is from a deceased person
• Initial fraud alerts are on file
• Active duty alerts are on file

2. Criminal Groundwork Checks

All employers should conduct a criminal groundwork check, merely it'southward peculiarly of import for employers looking to fill roles that involve access to sensitive fiscal information, security responsibilities, and proximity to vulnerable populations, such as children or the elderly.

Almost savvy employers run criminal background checks every bit part of their hiring process.

Performing a criminal background check online is crucial to avoid taking on unnecessary risks with a new rent. These employee background checks typically include county, land, and/or federal records of whatsoever arrests, convictions of misdemeanors and felonies, court records, warrants, sex offenses, incarceration records, acquitted charges, pending charges, and dismissed charges.

Annotation: States that don't currently have online records include Delaware, Massachusetts, South Dakota, and Wyoming. And - as with whatsoever groundwork check - a criminal background bank check must see federal credit reporting regulations. Be certain to check your local laws, bank check your local authorities resource, and consult with employment counsel.

iii. Credit Groundwork Checks

Credit checks may reduce the risk of fraud and other crimes for candidates being considered for financial positions or roles that handle confidential information. A credit check would reveal any reported revenue enhancement liens, debt issues, poor credit, and other coin problems that suggest irresponsibility with money.

Jobs requiring a security clearance, admission to finances, and sensitive data from clients and the company ofttimes require a credit background check. However, you may do good from performing credit checks on all employees to filter out applicants who may exist a gamble to the company.

Even if y'all're not hiring for a financial position, all employers should be concerned with a candidate's fiscal responsibleness. Issues with finances may indicate other ongoing problems or a general lack of maturity or trustworthiness.

Annotation: While you can apply a credit check to evaluate candidates, you should give your employees a take chances to explain negative credit report information.

Credit reports may include information such as:

• Credit accounts, by and present
• On-time or late payments
• Debts sent to collections
• Bankruptcies
• Collection accounts
• Recent employment history (just the credit report may not contain all employment history)

By getting the total picture of a candidate who will potentially handle company finances, you may be more likely to find and hire a reliable, responsible employee.

4. MVR Reports

Whatsoever employer who requires employees to drive visitor cars or transport clients or customers should cheque motor vehicle records to ensure they hire the safest, well-nigh responsible drivers. In addition, employers subject area to the U.Southward. Department of Transportation, Federal Motor Carrier Safety Administration's regulatory requirements should as well screen MVR.

What does an MVR check testify?

• Driving history
• License, license grade, and license condition
• Endorsements
• By license statuses: suspensions, revocations, cancellations
• Vehicular crimes
• Accident written report
• DUI convictions
• Traffic citations
• Unpaid summons and insurance lapses

According to OSHA, the average crash costs an employer $sixteen,500. If an employee has an on-the-job motorcar blow causing injury, it can cost an employer around $74,000. If a death occurred during an on-the-job auto blow, the employer could be liable for around $500,000 in related costs.

To check a candidate's driving history, you lot'll need to go through a compliant, 3rd-political party vendor. Or, you can ask the candidate to submit a copy of his or her driving record from the DMV.Bottom line: It pays to ensure the drivers you hire take a clean driving tape.

v. Professional License & Educational activity Background Checks

Any employer hiring for roles that crave specific levels of education or licensure should run a license and didactics check on job applicants. Occupations that may need verification could include plumbers, professors, barbers, contractors, preschool teachers, senior roles requiring advanced degrees, and positions where education is critical to legal processes or public safe.

This education verification process involves an employer checking for a high schoolhouse diploma, undergraduate, or graduate degree to cross-reference the resume information provided. Candidates may exaggerate their education, latitude of feel, job responsibilities, or even their actual chore title within their resume and encompass alphabetic character, so it'due south a good thought to verify the information they've reported is true.

You can assist mitigate the risk of hiring the wrong employee by using a thorough didactics background cheque to vet any new hires. Verification helps spot diplomas from diploma or caste mills.

Why should employers verify education and professional licenses? Hiring someone without the requisite skills and instruction may brand you vulnerable to lawsuits and other issues. You tin can avoid this past using an education bank check which investigates a candidate's:

• Degrees
• Bookish establishment
• Years attended
• Specific certifications
• Specialized preparation

Drawbacks: Education verification is a ho-hum process that can accept weeks and employers must follow applicable laws, which may include the federal Family Educational Rights and Privacy Act (FERPA) to screen a candidate's educational background.

6. Fingerprint Background Checks

Fingerprint information is collected and kept by the FBI in the Integrated Automated Fingerprint Identification System, which has about 70 million criminal profiles.

Whatever employers who have employees dealing with security clearances or treatment sensitive client or company information should require new hires to undergo a fingerprint background check. Still, if you lot're looking to rent chop-chop, there is a timeline drawback: information technology tin take 2 to four weeks to get results in the mail service.

A fingerprint background check mostly reveals the following information:

• Criminal arrest dates, charges, case results
• Basic information like birth, name, address, and employment
• Constabulary reports can also be linked to fingerprints including accidents, insurance information, and statements

vii. E-Verify Groundwork Checks

E-verify is an electronic system that scans information regarding an employee's Grade I-9, Employment Eligibility Verification, to verify that they are authorized to work in America.

If y'all participate in E-Verify, you're likely required to post the Detect of E-Verify Participation affiche available from the DHS and the Correct to Work affiche issued by the Section of Justice.

An east-verify background cheque will generally result in one of two outcomes:

• Employment Authorized: This ways that the information entered matches records in the DHS and/or SSA system. The employee is authorized to piece of work in the U.S.
• DHS or SSA Tentative Non-confirmation (TNC): This means the information did not lucifer. An employee can generally contest this result. Equally an employer, you lot might be able to terminate employment if the employee doesn't contest the consequence or if the employee receives a Final Non-confirmation result indicating the employee's work authorization can't be confirmed.

Notation: A TNC result doesn't ever mean an employee isn't authorized to piece of work in the U.S.; information technology simply means the records don't match and the employee must escalate the event by contacting and visiting an SSA field office or contacting DHS.

Screening Tin Save You

U.Southward. employers take reported that a bad hire was costly to their company. Before onboarding a new hire, seriously consider a background cheque to avoid a costly mistake.

All employers could benefit from conducting a groundwork check on new or potential employees to avert taking on undue risk. ShareAble for Hires offers a comprehensive, convenient approach to screening potential employees, and can provide you with a wealth of information within minutes.

With reports from Transunion, a trusted credit reporting agency with more than 40 years of feel, ShareAble for Hires provides insight into an applicant's:

• Verification of name, address, and Social Security number
• Detailed credit reports
• Criminal history including sexual activity offender registries, near wanted lists, no-fly list
• Identity verification

Traditional pre-employment background checks take days or weeks to get the answers you lot demand earlier hiring someone. ShareAble for Hires generates reports within minutes.

Get greater insight into an applicant at hires.shareable.com

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Source: https://hires.shareable.com/blog/types-of-background-checks

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