Following the law is one of the most important tips to remember as you learn how to run employment background checks. A consumer report can contain information from a variety of sources and databases such as credit reports, criminal record searches, and employment verifications. Reference interviews dig deeper than data-entry material and can help uncover information such as unexplained gaps in employment and reveal any inaccuracies reported on a resume. There are still fact-based questions you can ask which can lend you better insight into their demeanor in the workplace.
Would this individual be eligible for rehire? Make sure you universally apply your pre-employment screening policy across all roles of your organization, categorized by their title or job position. Companies can lose out on great employees by focusing on only one item instead of evaluating a number of sources. Background checks are inherently used as a means of gathering negative information to protect against bad hires, but try to locate positive attributes as well.
Looking for positives as well as negatives can help you better decide between two candidates. Engaging in a face-to-face conversation can resolve many potential reporting errors, and some people who might have made a single bad mistake in their past may still deserve and opportunity to redeem themselves.
Always communicate and use your best judgment. The question on job applications which ask if the candidate has ever been convicted of a crime can be considered immediate discrimination, and the EEOC along with several states have attempted to ban the box altogether.
Criminal background checks in the Ban the Box era
Avoid the question so you can consider all applicants equally, and then run a broad and consistent background check afterwards. There are several pre-employment screening services to consider, but small business owners stand to benefit from a convenient, reliable, online screening service such as ShareAble for Hires. ShareAble for Hires delivers fast, reliable, and comprehensive results with credit and criminal reports and identity verification.
You get results in minutes so you have the data you need to make a well-informed decision fast. She focuses on topics that empower small business owners through data, insights and industry best practices. Boost profitability this November. Get small business tips and tricks and learn how to prep your company for Small Business Saturday.
What To Check
Learn key tips for reducing employee turnover. Keep your best hires with these employee retention strategies from ShareAble for Hires. A small business employee handbook is a reference document that covers company policies. Learn what to include and how to create an employee handbook. Learn best practices for phone interviews.
Discover the best questions to ask prospective employees and streamline your hiring process. Get new tips to tighten up your small business hiring methods and learn 5 ways to streamline your processes. Read now! Learn about the top qualities to look for in your next new hire. Find out the purpose and importance of conducting education checks. Learn about Form I-9 requirements and what a small business needs to do to complete the form and how to avoid costly mistakes. Background check costs for employment can vary widely depending on several factors and business screening needs.
Find out more now! No employer wants to make a bad hire. The cost of a bad hire adds up quickly when you consider: Time spent hiring and onboarding Time spent on performance management Company reputation risk Potential risk to coworkers and customers Turnover costs Luckily for employers, the risk of a bad hire can be reduced with a thorough hiring and screening process. What Background Checks Show Pre-employment screening is an essential tool for businesses of all sizes.
A traditional background check company may provide information about the following: Misdemeanor and felony criminal records Sex offender status Social Security Number validation Employment verification Education verification License verification Credit reports Motor vehicle records Military records Address history While these types of checks are thorough, they can also be time consuming and costly. Do be thorough.
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- Understanding Employee Background Checks: What You Need to Know.
Do follow local laws governing the use of background checks for employment. Do understand the difference between consumer reports and reference checks.
Don't change your background check policies on a candidate-by-candidate basis. Conclusion There are several pre-employment screening services to consider, but small business owners stand to benefit from a convenient, reliable, online screening service such as ShareAble for Hires. Senior Marketing Analyst, TransUnion ShareAble Andrea Collatz She focuses on topics that empower small business owners through data, insights and industry best practices.
Andrea Collatz. How to Write a Small Business Employee Handbook A small business employee handbook is a reference document that covers company policies. So where is an employer to begin? First thing's first. You will need to protect your business from liability by doing criminal background checks on applicants who will:.
If your employment position falls into any of the above categories it is almost certain that you should do a criminal background check or likely are required by law to do one. What if the position you are hiring for does not fall into one of the above categories but you want to do as thorough a background check as possible on all prospective hires? The following are the general issues that arise when doing criminal background checks:. There are two types of law that regulate the use of criminal record checks: federal civil rights law and state law.
If you are subject to anti-discrimination laws , asking applicants to disclose their criminal records may violate their civil rights under federal law. If you are subject to federal anti-discrimination laws, before asking about criminal records, you may want to consult with an attorney regarding the following questions:.
If there is an adverse impact, is the record check related to the performance of the job or some other business necessity? If there is a business necessity, is there another way to investigate the applicant's background to get around the adverse impact? Under state law, an employer's check of criminal records is sometimes restricted to those employers who are checking for specified reasons. Some states even prosecute employers that violate laws preventing criminal record disclosure.
On the other hand, most states prohibit people convicted of certain crimes from holding certain occupations, such as home health worker, daycare worker, teacher, etc. Consult our state map for state specific information on checking job applicants' and employees' criminal records. We recommend that you check conviction records only if you need to do so to protect your business from negligent hiring claims. Whether you are justified in requesting a criminal record check can be determined from:.
Where do you check? The easiest way to check conviction records is to have a private detective agency do it for you. You can also do it by communicating directly with:. Because conviction records can cover an array of behavior and can sometimes unfairly affect certain groups of people, be sure to:. Comply with anti-discrimination laws, on both the federal generally applicable if you have 15 or more employees and state level.
Avoid violating state laws that restrict use and disclosure of criminal records or that require you to check conviction records based on the nature of your industry or the type of position you are filling. Employers are only permitted access to arrest records under limited circumstances.
Routine checking of arrest records isn't permitted because an arrest record alone is not proof that an applicant committed a crime. Generally, applicants do not even have to disclose any information concerning arrest or criminal charges that did not result in conviction. In the event that you are permitted to check arrest records, in order to deny employment on the basis of an arrest record, you must:. A number of states have laws that grant applicants and employees certain protections against criminal disclosure based on privacy concerns. Consult our case studies for when arrest records can be used to deny employment.