Background Checks 101 by Carl Slicer
www.BestHire.com , Vernon, Conn
The term “Background Checks” is very generic to but is a very common term amongst business owners.
I equate this example to the same thing as asking a Pharmacist how much a prescription? How much and how many ? But that’s my problem. Our purpose of providing a service is to teach the client. The client doesn’t know what drug they need until they have been interviewed by the doctor.
So don’t sweat the details. Let us at BestHire worry about this. What the client wants to know is are they going to sleep well tonight knowing whether they hired a good person or someone that will cost them money or customers.
Here are preparations the employer can do to create a good foundation. An ounce of
prevention is worth a pound of cure. So let’s get to it.
#1) Make sure all applications are submitted with a picture identification. This verifies the applicant information and keeps the process honest. Some states require a government identification in order to process a criminal record check. A government picture ID is hard to come by under false pretenses.
#2) Dates on an application is very important. Ensure the closest dates when the applicant
claims experience and education. If you are looking for a CNC operator with 1 year experience, then months and years are necessary. If you hire a pharmacist you want to make sure he attended & graduated pharmacy school.
#3) A release gives you permission to check. Typically a release is a separate document employers have an applicant sign. The release does two things. First, the release allows the employer, and agent, to gather various types of reports with your permission legally. Our release uses an “Ongoing Procurement” clause. The ongoing procurement allows the employer to perform background checks both during the start up of the employment relationship as well as during the relationship. Therefore, if the employers has a concern in an area he or she may run a report specific to the concern. BestHire can help you with a release.
#4) Employers must always make an offer to hire before running any background report. The Federal Fair Credit Reporting Act, FCRA, requires employers to make an offer of employment before performing any background reports.
#5) All reports created during the exploration period are made available to the applicant. This is a very big area that employers don’t always follow. The FCRA law requires disclosure and without disclosure, the applicant can not challenge accuracy.
You can read recent action taken by the Office of Inspector General to enforce fines:
Carl Slicer
Vernon, CT
800-539-0055 / 860-872-0055
Members: Association of Certified Fraud Examiners, National Association of Professional Background Screeners , Conn Business & Industry Association, Tolland County Chamber of Commerce .
