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- 1. Who conducts employment background checks and why?.
- What does a background check consist of? | HireRight!
- Employment Background Checks: A Jobseeker's Guide | Privacy Rights Clearinghouse!
This will also include information on your right to dispute the report. A background check can range from a simple verification of your social security number to a much more thorough check into your history.
Information that an employer might check can include your work history , credit , driving records, criminal records , vehicle registration, court records, compensation, bankruptcy, medical records, references , property ownership, drug test results , military records, and sex offender information.
Employers can also conduct a character check, which might involve speaking with your personal acquaintances, including friends and neighbors. Generally, the information they check will be related to the job. For example, if you are hired to work in a bank, it would be reasonable for the employer to check whether you have a history of embezzlement or theft. The extensiveness of a background check depends on the employer, company, and the job involved.
For example, if you are applying for a government job with a high security clearance , you will likely undergo a very thorough background check. What can't be included in a background check? There is some information that cannot be disclosed under any circumstances. This information includes bankruptcies after 10 years, civil suits and civil judgments and records of arrest after 7 years, paid tax liens after 7 years, and accounts placed for collection after 7 years. Employers can only look into certain records with your consent. For example, school records are confidential and cannot be released without the consent of the student.
Military service records are also confidential and can only be released under certain circumstances.
Background Checks: What Job Applicants and Employees Should Know
However, the military can disclose your name, rank, salary, assignments, and awards without your consent. You cannot be discriminated against because you filed for bankruptcy; however, bankruptcies are a public record, so it is easy for employers to obtain the information. This is best documented in a flow chart so everyone knows which steps to complete and at which point. Haphazard background verification check processes can cause legal issues if you are only applying some steps to some candidates, such as only doing credit checks on candidates from specific backgrounds.
Background checks can unearth sensitive information and, in some states, you are not able to gather certain information as part of a background check. Talk to a lawyer to make sure your background check does not cause legal issues for your company.
Information obtained through background checks can incorrect. Giving candidates a chance to review information can help you save a great candidate that could have been excluded incorrectly. This document provides a nice summary of how the information should be treated from the candidate's perspective. Nearly all background checks are governed by the FCRA, but you should know that there are an array of other laws that affect them, depending on state and region.
The 8 employer essentials on employment background checks
For example, in some states, it's fine to use credit and criminal background checks for any employee, in others you can only perform these checks for specific types of employees. Critical information will often come up in the most mundane steps of the background check. Make sure that hiring managers take the process seriously and that they pay attention to the valuable information obtained.
As soon as you start asking for opinions - questions about character, attitude, etc. This falls under federal law, and you'll be required to give notice to the applicant, give them an option to ask for details, and comply with their requests. If you need this sort of information, it's best to get legal advice first.
2. What kinds of employment background checks are there?
Provides criminal history for the applicant. Should include national and county records. Ensures the candidate's social security number is legitimate and finds all names, including aliases and variations, dates of birth and address history associated with the social security number. This shows employers if the candidate has lived in undisclosed locations or under other aliases, which may reveal criminal records that wouldn't have been found otherwise.
Traces previous addresses for the candidate. Some employers also will try to find out about your background by hiring someone to do a "background report" on you. Two of the most common are credit reports and criminal background reports. Special rules apply when an employer gets a background report about you from a company in the business of compiling background information. First, the employer must ask for your written permission before getting the report.
You don't have to give your permission, but if you're applying for a job and you don't give your permission, the employer may reject your application. If an employer gets a background report on you without your permission, contact the FTC see below. Second, if the employer thinks it might not hire or retain you because of something in the report, it must give you a copy of the report and a "notice of rights" that tells you how to contact the company that made the report.
This is because background reports sometimes say things about people that aren't accurate, and could even cost them jobs. If you see a mistake in your background report, ask the background reporting company to fix it, and to send a copy of the corrected report to the employer.
You also should tell the employer about the mistake. You can get your credit report and fix any mistakes before an employer sees it. To get your free credit report, visit www. You don't have to buy anything, or pay to fix mistakes.
If there is something negative in your background, be prepared to explain it and why it shouldn't affect your ability to do the job. Also, if the problem was caused by a medical condition, you can ask for a chance to show that you still can do the job. Sometimes it's legal for an employer not to hire you or to fire you because of information in your background, and sometimes it is illegal. An example of when it is illegal is when the employer has different background requirements depending on your race, national origin, color, sex, religion, disability, genetic information including family medical history , or older age 40 or older.