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Types of Background Checks
pre-employment screening
credit check
criminal record check
Government security clearance screenings
Pre-employment screening
Pre-employment screening is used by many businesses to verify the accuracy of
applicants’ employment history, educational history, and credentials, as well as
confirming the lack of criminal history, workers compensation claims, and
sanctions. Employment screening is using public or private records and
investigation to confirm or disprove the accuracy of an applicants resume.
Because of the potential sensitivity of the information uncovered, employment
screening is subject to a unique set of laws and regulations to protect
consumers in the event of misuse of data or fraud.
Usefulness
Employment screening can be a practical, low-cost way to significantly reduce
employee theft and dishonesty and notably increase productivity and safety.
Certain industries require background checks on all employees. Examples include
the banking, financial, and security industries, transportation industries,
childcare, healthcare, and teaching industries, police, law enforcement, and
certain military positions. The level of background investigation may vary from
industry to industry or position to position. Employers who actively screen
their applicants before hiring also face less liability in the event of a
workplace accident or crime. Pre-employment screening is a primary way of
eliminating or minimizing negligent hiring liability.
Laws
Due to the sensitivity of the information contained in consumer reports and
certain records, there are a variety of important laws regulating the
dissemination and legal use of this information. Most notably, the Fair Credit
Reporting Act (FCRA) regulates the use of consumer reports (which it defines as
information collected and reported by third party agencies) as it pertains to
adverse decisions, notification to the consumer, and destruction and safekeeping
of records. If a consumer report is used as a factor in an adverse hiring
decision, the consumer must be presented with a “Pre-adverse action disclosure,”
a copy of the FCRA summary of rights, and a “notification of adverse action
letter.” Consumers are entitled to know the source of any information used
against them including a credit reporting company.
Types of Background Checks
There are a variety of types of investigative searches that can be used by
potential employers. Many commercial sites, will offer specific searches to
employers for a fee. Services like these will actually perform the background
checks, supply the company with adverse action letters, and ensure compliance
throughout the process. It is important to be selective about which
pre-employment screening agency you use. A legitimate company will be happy to
explain the process to you and should have some type of application process to
ensure they are only providing information to legitimate businesses.
Many employers choose to search the most common records such as criminal
records, driving records, and education verification. Other searches such as sex
offender registry, credential verification, reference checks, credit reports and
Patriot Act searches are becoming increasingly common. Employers should consider
the position in question when determining which types of searches to include,
and should always use the same searches for every applicant being considered for
one position.
Reasons for a Background Check
They are frequently conducted to confirm information found on an employment
application or résumé/curriculum vitae. They may also be conducted as a way to
further differentiate potential employees and pick the one the employer feels is
best suited for the position. In the United States, the Brady Bill requires
criminal background checks for those wishing to purchase handguns from licensed
firearms dealers. Restricted firearms (like machine guns), suppressors,
explosives or large quantities of precursor chemicals, and concealed weapons
permits also require criminal background checks. Background checks are also
required for those working in positions with special security concerns, such as
trucking, ports of entry, and airline transportation. Other laws exist to
prevent those who do not pass a background check from working in careers
involving the elderly, disabled, or children.
Possible Information Included in a Background Check
The amount of information included on a background check depends to a large
degree on the sensitivity of the reason for which it is conducted—e.g., somebody
seeking employment at a minimum wage job would be subject to far fewer
background check requirements than somebody applying to work for the FBI.
Criminal and incarceration records.
Litigation records. Employers may want to identify potential employees who
routinely file discrimination lawsuits. It has also been alleged that in the
U.S., employers that do work for the government do not like to hire
whistleblowers who have a history of filing qui tam suits.
Driving and vehicle records. Employers in the transportation sector seek
drivers with clean driving records--i.e., those without a history of accidents
or traffic tickets.
Drug tests are used for a variety of reasons--corporate ethics, measuring
potential employee performance, and keeping workers' compensation premiums down.
Education records. These are used primarily to see if the potential employee had
in fact received a college degree. There are reports of SAT scores being
requested by employers as well.
Employment records. These usually range from simple verbal confirmations
of past employment and timeframe to deeper, such as discussions about
performance, activities and accomplishments, and relations with others.
Financial information: Individuals with poor credit scores, liens, civil
judgments, or those who have filed for bankruptcy may be at an additional risk
of stealing from the company.
Licensing records. A government authority that has some oversight over
professional conduct of its licensees will also maintain records regarding the
licensee, such as personal information, education, complaints, investigations,
and disciplinary actions.
Military records. Although not as
common today as it was in the past fifty years, employers frequently requested
the specifics of one's military discharge.
Social Security Number (or equivalent outside the US). A fraudulent SSN
may be indicative of identity theft, insufficient citizenship, or concealment of
a "past life".
Polygraph test. Also known as a psychophysiological detection of deception (PDD)
examination.
Other interpersonal interviews. Employers will usually wish to speak with
potential employees' references to gauge employability. More intensive
background checks can involve interviews with anybody that knew or previously
knew the applicant--such as teachers, friends, coworkers, and family members.