There are many reasons why background checks are commonly used in hiring. The employer may want to make sure you are telling the truth. Once they hire you, an employer may tout your qualifications to clients — if it is revealed that these qualifications are false, it reflects poorly on the employer. The employer may perform a background check to find out whether you actually graduated from the college you said you did or to confirm that you worked at your previous employer s during the time stated on your resume or your job application.
These checks can also be used to protect employers from liability issues — if employees behave poorly, employers can sometimes be held responsible for negligence, or failing to do the research required. For example, if a bus company hires someone with a poor driving record, they can be held responsible if the driver gets into a crash; the expectation is that a bus company should check the driving records of any candidate before hiring.
Before doing a background or credit check, employers must request and receive written permission from you. If anything in the reports leads to the company deciding against hiring you, they are required to inform you and give you a copy of the report.
For instance, perhaps something that turns up in your background check is incorrect—having access to the report will allow you to get in touch with the necessary organizations and agencies to correct the error. While some information on your background check may be of legitimate concern to employers, these checks cannot be used as an excuse to discriminate.
Employers must request background checks of all applicants equally—for example, it would be illegal to check the criminal records of male job candidates but not females. And, employers cannot use background information to discriminate. It is discrimination to make a hiring decision based on race, national origin, sex, religion, disability, genetic information, and age for candidates 40 or older.
Many employers conduct background and reference checks during the hiring process, prior to offering a candidate the job.
However, in some cases, a job offer may be contingent upon the results of the background check. That means the offer could be withdrawn if the organization finds negative information.
If the checks aren't finished before your start date, you could lose your job. Reference checking firm Allison and Taylor reports that "[m]any employment agreements and contracts include a stipulation that says the employer can hire you with a day probation period. During this time, they will not only evaluate your job performance but, in some instances, will do background and reference checks.
During this time, if the results are unsatisfactory, they have the legal right to fire you. What's included in an employee background check? The FCRA defines a background check as a consumer report. Before an employer can get a consumer report or run a credit check for employment purposes, they must notify you in writing and get your written authorization. In some states, there are limits on what employers can check.
Your employment history includes all the companies you have worked for, your job titles, and the dates of employment and salary earned at each of your jobs. The most common pre-employment searches include:. Identification verification may also be used to verify an address, which can be cross-referenced to the information provided by a job applicant to detect inaccuracies.
Although credit reporting agencies do not necessarily have identical information, the general categories of information that show on a background check include:. Credit reports can reveal many potential warning signs in an applicant, especially if your new hire will regularly be handling money.
High levels of debt or excessive spending on assets could indicate financial irresponsibility. Criminal background checks for employment may show criminal offenses at the county, state, and federal level. Various offenses which may be reported include:.
Employers should take caution when evaluating what shows up on this form of background check for employment. Depending on the type of job employers are hiring for, they might require additional information from their candidates and ask for more information on their background check for employment. Further searches include options such as motor vehicle and driving records, employment history, education verification, reference checks, and drug screening.
The consequences of making the wrong hire are staggering. According to a recent CareerBuilder survey , almost 27 percent of U. The U. Why are these costs so extensive? Termination expenses. You may be required to pay additional healthcare expenses and, in some cases, face litigation expenses should your ex-employee choose to take legal action.
So how do modern business owners get a more complete picture of their job applicants to avoid a bad hire? With pre-employment screening. There are several different methods employers may use for pre-employment screening, and what shows up on a background check will vary depending on which service is chosen:. ShareAble for Hires offers reliable, trustworthy, and comprehensive pre-employment screening that can help ensure you have a more complete picture of your job applicant.
Through criminal reports, credit history, and identity verification, you can confirm your hiring decision and ensure your applicant meets your criteria. Keeping your business safe should be priority, and running criminal background checks on job applicants can protect your company, employees, and customers. TransUnion data shows that nearly 1 in 4 reports contain a criminal record.
ShareAble for Hires scours million national and state criminal records. Our criminal reports glean information from Most Wanted databases, the Sex Offender Public Registry, and criminal databases from 43 states. ShareAble for Hires criminal reports offer FCRA-regulated data, providing you with the relevant criminal history information needed to effectively screen potential employees. You may decide to have stronger financial criteria for applicants who will be regularly handling money, and a credit report can be useful in determining the financial trustworthiness of your applicant.
Does the position in question involve the handling of money? ShareAble for Hires draws its credit reports from TransUnion, a trusted, reliable credit reporting agency with over 40 years of experience. When you use ShareAble for Hires for pre-employment background checks, you receive a credit report that include:. Identity theft reached an all-time high in That means almost 1 in 16 U. S adults were victims of identity theft in the past year alone.
What does this mean for your business? Those are three big hills to climb. Most important is that criminals disobey such laws and according to the Supreme Court in their Haynes vs. The story gets worse. When 80 percent of the problem is not addressed by legislation, even if the law was enforced it would be nearly useless.
Unsurprisingly those statistics were as weak as the legislation itself. The quoted datum which actually totaled 36 percent, not 40 percent came from a survey conducted before NICS came into being in
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