In this article, we’ll discuss how you can conduct a pre-employment screening or pre-employment background check, including how to perform a Federal criminal record search. If you want to conduct a thorough pre-employment screening, it’s recommended that you also run a Federal criminal record search. We’ll also look at the various options for checking someone’s credit report and references. There are numerous benefits to using these resources, and we’ll discuss the most common types of background checks.
Before you undergo a background check, you should know what to expect. Misdemeanor convictions are the most common offenses listed in pre-employment background checks, which can land you a sentence of 15 to 1 year in prison. Other criminal offenses may result in fines, community service, or probation. Keep in mind that some states limit the information they release, such as seven years in Kansas. You can also dispute inaccurate information if it appears on your report.
While these checks will not always give you a complete picture of a person’s history, they are a great way to protect yourself and your company from potential liabilities. They can be used to verify past criminal convictions, employment history, references, and civil records. By running a pre-employment screening, you can protect your company from lawsuits and liability and hire better without the risk of hiring a problem employee.
If you have a candidate to interview, you might consider conducting reference checks to determine their background. These reference checks are crucial for ensuring that a candidate won’t repeat a previous negative behavior. If you don’t check reference information, you may be held liable. Here are the steps to ensure a successful reference check.
Choose references who can provide a positive overview of your past work. Avoid those who may only have negative impressions of you. You may feel uncomfortable asking them for endorsements from previous employers, but you don’t need to be. Remember that you are not dictating what they say about you, and the hiring manager will be wondering why they wouldn’t have used your references in the first place. In addition, be prepared to answer questions about your work and personal life from the perspective of your references.
It is not legal for an employer to use a credit report for pre-employment screening unless the applicant has given their permission in writing. In addition, employers should inform the applicant in writing of the purpose of the credit report. For example, a credit report may not include old information, such as bankruptcies or seven-year adverse credit history. Moreover, employers should explain to the applicant why they rejected their application based on the credit report.
Traditionally, pre-employment credit reports were used to determine a person’s financial responsibility, but these days they are only useful for positions with clear business needs. The financial meltdown of 2008 left many responsible individuals in difficult situations. Today, pre-employment credit reports should be used with great care. As a result, HireSafe recommends credit reports only for positions that demonstrate a business need. In addition, they should be used only for positions in demand.