Access Profiles, Inc.: employment screening

Showing posts with label employment screening. Show all posts

Sunday, May 10, 2020

What is a Previous Employer really Allowed to say about You?

What is a Previous Employer really allowed to say about You?

When it comes to a background check, do you know what a former employer will say about you? Do you know what they are actually legally allowed to say?

The quick answer to this question is ~ It depends! Some states and localities have statutes addressing this issue, while others do not. And even among areas that have regulations the guidelines can vary.

However, there is some information that past employers commonly reveal. These are your start and finish dates and your job title. For a growing number of companies, this is the extent of the information they will provide. Some others may also include your reason for leaving and whether you are eligible for rehire.

But what about things like your job performance or other “personal” details?

When it comes to what a previous employer will say about you, your best bet is to know in advance. Not only is it better for your chances of landing a new job, but having this information will also prevent any unwelcome surprises during the employment background check!

Many states have regulations that outline the information a previous employer can reveal about you. These may cover things like requiring a signed release or limiting the information provided. In some instances, employers that follow these guidelines are then protected from being sued for defamation.

For example, in Pennsylvania, as in many other states, employers can only legally disclose information about your job performance and are protected from liability unless they outright provide false information or are in violation of your civil rights under employment discrimination laws.

In South Carolina, employers have a list of allowable information ~ length of employment; pay level and pay history; reason(s) for termination/separation; job performance; job description and duties; attendance, attitude, and effort; awards, demotions and promotions; and disciplinary actions. The employer is also immune from liability unless they knowingly or thoughtlessly lie.

In Connecticut, the information an employer can provide is any “truthful statement of any facts” and in Iowa, it is only “work-related information” that is allowed. Then there are also states and localities that have no limitations at all or where information can only be provided to certain types of businesses ~ hospitals, home health agencies, banks, public utilities, transportation companies, and contractors.

And, despite state and local regulations like these, many employers are only revealing dates of employment and job title or nothing, all to protect themselves from potential liability!

So, what can you do to give yourself a heads up on what past employers will say about you?

Do a little research! Find out the laws in your state and locality governing employer background check guidelines, along with any state and locality where you may have worked!

You can discover your state laws through this link or on your state or local websites, “State Laws on References and Statements by Former Employers”.

But despite “best practices” and legal regulations, can you really be 100% sure that you know what a former employer will say about you? That is why your best course of action is to take the time to do a Background Check on yourself first!

Do You Know what will be Discovered in your Employment Background Check? “Tweet This”

What will your Employment Background Check Say about You?

Knowing in advance what a former employer will disclose simply makes sense!

Are you looking for a job? Ready to change careers? This is when running a background check on yourself BEFORE you apply is smart ~ and it will help you stand out from the crowd!

When it comes to preparing for an employment background check ~ your best defense is a good offense. Depending on the kind of job you are pursuing, you should make sure you include these basics in your background check:

Criminal History Check
Education/Certification/License Check
Internet Search
Driving History
Employment History

While you most likely know what will be found for most of these, what past employers may say can sometimes be a wild card. That is why knowing in advance is your best bet.

It is important to contact all past employers listed on your resume to verify what they will release to anyone doing a background check. Is it limited to job titles and dates of employment? Will they verify reason for leaving or comment on work performance?

Learning this information will give you that chance to make any corrections needed on your resume before a background check discovers any discrepancies. Find out more about why and how to do a background check on yourself in “Why, When, and How You should Run a Background Check on Yourself!”.

Being forewarned about what your past employers will say about you will give you peace of mind to go after that new job or promotion. And all it takes is a little work on your part first!

Authored by

Need Help? Contact Us! We can answer your questions or provide you with a quality background check to fit your needs and budget!

Learn more About Us, our Background Investigation services, and what our Happy Clients have to say too!

Sunday, March 15, 2020

Can You Pay Someone to Act as a Reference?

Can You Pay someone to act as Your Reference?

Is it ever okay to use “fake” references when looking for a job?

Job seekers are often worried about what a past employer will say about them. Maybe they left on bad terms? Or maybe they simply didn’t get along with their supervisors, co-workers, or were simply not up to doing the job?

Whatever the case may be, people in this position may consider using friends as employment references or, at the most extreme, even hiring someone to pose as their reference.

In fact, this exact scenario was posed on quora.com, and when we saw it we had to weigh in!

The question……."Is there any site where I can pay people to act as my references for my history because I wasn't on great terms with former employers?".

Here is our answer……
"Even if there is such a site, don’t do it! Hiring someone to pretend to be your reference is fraud. And most likely, at some point you will be found out. Instead, be completely up front with potential employers. Explain the situation, all while emphasizing the positive skills and attributes you can bring to the job. You should also look for people who can actually speak positively about you. It may be someone you interned with, a professor, etc. Even co-workers that you worked on projects with can help you. What we are most concerned about however, is the fact that you are even considering this course of action. All that does is start your employer / employee relationship on a dishonest note. So please abandon this course and move forward with the other remedies we listed. Good luck!".

You will find additional answers to this question here!

It cannot be emphasized enough, when it comes to your resume and references, honesty is key.

While presenting yourself in the best possible light is naturally your goal, achieving that goal should never involve lying. Not only is it wrong, but you run the risk of being found out. That is especially true during the employment background check!

“Be assured, employers are checking. Verifying the information on your resume is common practice and part of most company’s hiring processes. Investigating your education, past employments, and skills top the list. It is time to take note ~ When your resume lies are uncovered during the hiring process, you lose. And if discovered later, you could face not only the embarrassment of getting fired, but also the possibility of public humiliation. excerpt from “Employer’s Share ~ Lie on your Resume and You Lose!”.

Be Honest on your Resume and References

So what should you do if your resume and references are less than stellar?

Take the time before you apply for any job to make sure both are completely truthful and highlight your real accomplishments and goals. Tailoring your skills to fit the job you want is also important.

When it comes to your resume, you should…..

Never lie! Be as accurate as possible about everything listed
Never cite a degree or certification you haven’t earned
Make sure all past employment contact information is current and complete
Know in advance what past employers will say about you
Be ready to mitigate any employment “gaps”
Do a background check on yourself first

Learn more about how these steps will ensure that your resume is accurate and will not raise any “red flags” or uncover unwelcome surprises in “Tips to Help You Get your Resume ‘Background Check’ Ready!”.

Next you need to take the extra step and make sure your references will help you in your job search and not hurt it!

“Do you know what your references will say about you? Don’t fall prey to one of the biggest mistakes a job seeker can make ~ listing your former employers, supervisors, or professors as references without asking them first!.

This common courtesy can greatly increase your chances of getting the kind of recommendation you need to land the job!

Your references will have had the opportunity to gather their thoughts beforehand and will not be caught off guard ~ giving you the best chance of your references working for you instead of against you.

When references are contacted unaware, they often stumble. Dates and titles elude them. Specific projects you may have worked on or tasks you lead are unmentioned. This can lead to an unimpressive reference report”.

Discover the 7 tips that will help you get the most out of your references in “Your References ~ Be Smart, Ask First”!

The bottom line is, when it comes to your job search, it never pays to lie. Doing the work beforehand to make sure both your references and resume will honestly show you in the best light is your best course of action.

Not only will it help you impress any employer, it will also show you to be honest and forthright from the start. And that is what employers are looking for from their new hires!

Access Profiles can help you get your resume “background check ready”! Contact Us Today!

Authored by

Check out our Background Investigation and Job Search services and our FAQ to learn more!

You can also find out About Us and what our Happy Clients have to say too!

Sunday, February 9, 2020

Hiring in 2020? 5 Things You Need to Do First!

Hiring is a big step for any business.

Whether it is your first hire or you have hired before, making sure you do it right is important for you, your employee, and your company.

Knowing these 5 things first will ensure your Hiring Practices are up to the task!

Know what Kind of Background Check fits the Job
Knowing exactly what you need to include in your employment background checks, and why, makes good business sense. Not only will it save you time, it will save you money. It will also ensure that you are fitting the background check to the job!

“When it comes to Background Checks, clients often ask “what exactly do I need to screen for?”. The answer? It depends! It depends on what position you are looking to fill and what your job description requires. It is wise, and cost effective, to fit the Background check to your open position. This means covering only what is necessary in your screening process.” excerpt from “Why You need to fit the Background Check to the Job”!

That is why it is vital that before you need to hire you take the time to get your job descriptions in place first.

You will need to determine the education or training it will take to do the job and if prior experience is required. You will also have to outline the job’s responsibilities and duties.

Learn more about how to write the best Job Description for your Small Business and Why it is so important in Part 1 and Part 2 of “Job Descriptions ~ How to Write One & Why it is Important to Do it Right”!

Knowing this information beforehand will help you be compliant with background check best practices and help you find the right person for the job!

Know what Rules Apply to Your Background Checks
Rules governing background checks have undergone major changes in the past few years, and this evolution is most likely to continue. Keeping up with these new guidelines can seem like a daunting task. But ignoring them can end up costing you and your company.

Your best practice is to be proactive and know exactly how to use employment background checks safely in your small business.

Now is the time to make sure that your hiring practices are not violating EEOC guidelines, especially those concerning background check releases and disclosure forms.

4 Most Common Background Check Release Violations:

You (the Employer) don't Disclose that a Background Check will be Obtained
You don't obtain a Signed Authorization from your Applicants
Your Authorization Form is Not a Stand-Alone Document
Your Authorization Form includes a Release from Liability

Find out more about what you can do to protect your business from violating employment background check guidelines in “Tips to Help Your Business Fly Under the EEOC Radar”.

5 Things You need to Know before You Hire! "Tweet This"!

5 Things You Need to Know Before You Hire!

Don’t Hire before doing a Background Check
“When it comes time to hire, many small businesses make the biggest mistake they can make ~ They Skip the Background Check!

Instead of approaching hiring with caution, they think that simply because they are a small business, screening their applicants before hiring them isn’t necessary. Maybe they are hiring people they know…..Maybe they think they can’t spare any additional money checking into their applicants’ pasts. Or they might think that they should take anyone just to lessen their work load. Still there are others who believe they have a good ‘sixth sense’ when it comes to people. They think they will ‘just know’ if someone will be a good fit. And, after all, their resume just looks so impressive. They couldn’t be more wrong!”, excerpt from “If You are not Doing Background Checks on Your New Hires, You are Making the Biggest Mistake Your Small Business can Make”!

Hiring for your Small Business should be done carefully. There are very real consequences to making a bad hire. You need to remember that your employees are a reflection of your business, and that is even more so in a Small Business. If you end up hiring someone who steals from you or is a danger to your customers or your other employees, then it is much harder for you, as a Small Business, to recover and your reputation will suffer.

Your best defense is to do a good Background Check each and every time you hire. This will set an important precedent and show that you take your business seriously. The key is being consistent. Don’t pick and choose who to screen. Screening all your chosen applicants will help you hire the right candidate and protect your company against discriminatory hiring claims.

Understand the Steps You need to take when your Background Check uncovers a “Red Flag”
There is bound to come a time when your employment background check uncovers a “red flag”.

It might be a degree or an employment that cannot be verified. It may even be a criminal history. But no matter what the case, simply dismissing the applicant may not be in your best interest.

This is when it is time to use Individualized Assessments.
“Individualized Assessments are used when the background check on your applicant uncovers a “red flag” or a criminal past that may keep you from hiring them. And when this happens, there are specific steps you must follow to be compliant with EEOC guidelines”.

These steps involve:

Informing your applicant, in writing, of the background check findings
Giving them a chance to explain or mitigate the findings
Assessing any additional information before making a final hiring decision

It is important that you consider any information your applicant provides to explain, mitigate, or refute those findings before deciding whether to hire them or remove them from consideration.

Discover more about the steps you need to take during an Individualized Assessment in “Individual Assessments ~ What They are and Why You need to use them in Your Small Business!”.

You can also learn more about best practices when it comes to your Employment Background Checks here!

Partner with a Good Background Check Company ~ It is simply Good Business
A professional background check company will help you navigate these ever changing screening waters. They will keep you current with new guidelines and help you understand what information you can use and why to make your new hire.

“Outsourcing your background check needs to a professional is your best bet. Their experience and knowledge will actually save you time and money, letting you focus on other important aspects of your business”.

5 Smart Reasons to use a professional Background Check Company ~

Their Knowledge and Experience
They will stay Updated on Compliance Issues
They are practiced in Protecting your Applicant’s Personal Information
They act as a Barrier against Discrimination Lawsuits
They will Save You Time and Money

Learn more about the benefits of partnering with a good Background Check company in “5 Smart Reasons to Outsource Your Background Checks”!

Your hiring practices will undoubtedly continue to evolve and grow as your needs change . Having sound policies in place now, and the flexibility to to update them in the future, is simply good business. Keeping these 5 Tips in mind will help. Is your Small Business ready?

Authored by

Contact Us Today! API will help You Hire the best Candidate for your Small Business!

Learn more About Us and our Background Investigation, Security Consulting, and Business Mentoring services too!

Sunday, November 5, 2017

Are You Using Social Media to Hire?

Social Media is being used more than ever!

It is used within and by our government. Government agencies have their own Facebook pages. Our politicians use social media and dedicated pages to reach their constituents and run their campaigns. And even our president seems to tweet daily.

Businesses are not far behind.

They regularly use Social Media to build and maintain their company brand. Businesses also recognize how their social posts and advertisements can reach potential customers and earn them loyal ones.

Now these businesses are also going a step further and using social media to hire.

Social posts and tweets are being used to recruit candidates and announce open positions.

And now, these employers are also using it as a way to help screen their applicants.

They are doing Social Media checks!

Social Media Checks are an addition to the more traditional type of employment background checks. For example, employers can use LinkedIn to help verify their applicant’s resume. They are even checking their candidate’s public social posts on sites like Facebook and Twitter.

Social Media Checks give some job seekers pause.

Many worry that it is blurring the line between their personal and business life. Others see it as an invasion of privacy.

That is why it is important to clear up these issues and understand how employers are really using a Social Media check to hire.

And that starts with understanding "What" employers are really looking for and "Why"!

There are definite reasons why doing a Social Media Check on potential hires makes sense.

First off, it is a great way to find relevant posts that contain professional information and can be used as a cross-check against a submitted resume. This can be a valuable tool to begin verifying a resume’s accuracy and a reflection on the applicant's honesty.

Secondly, viewing social posts can give an employer a better insight into their candidate. They can see posts that illustrate an applicant’s involvement in charities, causes, or even favorite hobbies. This can help an employer see the candidate as a more well-rounded, interesting person.

Essentially, a Social Media Check, along with other screening tools, helps an employer discover things that may either give them pause or leave them with a better opinion of their potential new hire.

While a Social Media Check can be a great tool to help companies make a good hiring decision, as with any screening tool, employers must learn to use them wisely.

“Your best course of action is to wait until after the initial interview to conduct a Social Media Check. Make sure you obtain a signed release explaining that a background check, including a social media search, is the next step.

You should treat the social media check the same way you do other aspects of your employment screening. Your candidate must be given a copy of their rights (their right to a copy of their report and the ability to mitigate or dispute the information found), just like when you run a court record check.

This includes documenting what social media sites were searched, when they were searched, what information was found, and what decision was made concerning employment. The report should then be kept in the candidate’s file”, excerpt from “Social Media Check ~ The Forgotten Screening Tool”! Check it out to learn more about the Why, When, and How of using social media in your hiring practices!

In addition to waiting until after a conditional offer of employment has been made and obtaining a signed release, it is crucial that employers NEVER ask an applicant for passwords to their social sites. This can get companies in hot water and open them up to potential litigation.

Be Careful when Using Social Media to Hire! “Tweet This”

That is why businesses should consider using an experienced background investigation company to conduct their employment screenings.

A good screening company will know what you can legally use to make a hiring decision and make sure any protected information is not used. This is key.

At API, we can be that barrier!

We will stand between you and the potentially sensitive information that may be found during all aspects of your employment background check, including the social media check.

Check out our Background Investigation Services page to find out more!

Bottom Line ~ Social Media is a great tool to help employers get to know their potential new hires. But it should only be part of their arsenal.

Using it as one aspect of a more comprehensive background check is the best way to go. This way you will get a more in-depth picture of what your applicant brings to the table.

And, more importantly, it will enable you to make a more informed and safer hiring decision ~ and that is good for you and your company.

Authored by

Contact Us and discover more about how our Background Investigation Services can Help You Hire Safely and Effectively!

Learn more About Us and what Our Happy Clients have to say too!

Monday, August 7, 2017

How to Keep the Best Employees in Your High Turnover Business

Hiring for any business can be stressful. But when it comes to hiring in a “high turnover” industry, it can be even more challenging!

When you own a business that experiences a lot of employee turnover, you may find your initial hires to be quite easy. You have a lot of applicants and it seems that it is a “buyer’s market” with you, as the employer, in the driver’s seat.

That feeling of control over your employment situation, however, soon ends. Then it becomes a question as to how long you can actually keep them!

Retaining employees in some industries is much easier than in others.

While a universal “ideal” turnover rate hovers around 10% or lower, some types of businesses routinely exceed that.

According to a CompData Survey that compiled data from over 30,000 organizations, industries with notoriously high Voluntary and Total Turnover rates include (Source1):

Hospitality ~ 20.7% / 28.6%
Healthcare ~ 15.3% / 18.1%
Banking & Finance ~ 15.3% 18.1%
Non-Profit Businesses ~ 12.2% / 15.7%
Service Industry ~ 11.4% / 16.8%
Manufacturing & Distribution ~ 10.1% / 16.0%

According to this survey, a couple other industries fare marginally better:
Insurance ~ 8.8% / 12.2%
Utilities ~ 5.9% / 8.8%

For these companies, and the owners, it can feel like they are in the middle of an employment revolving door.

Employers worry about the time it takes to hire and train each employee, only to have a number of them turn around and leave. They may also question how they can continue to fill the needs of their customers when so many of their employees come and go. A lack of consistency is definitely a cause for concern.

So, if your type of company is on this high-turnover list, what do you do?

Your first step should be to understand “Why”. Why is your type of business more likely to be plagued by high turnover than other industries?

Often, the types of businesses on this turnover list offer lower than average pay and benefits, especially at the entry level. Limited opportunities to advance within these companies is also a factor. Restaurants, hotels and motels, and hospitals or care facilities fall into this category.

Others, like retail and service industries, are effected by seasonal fluctuations, think things like “Black Friday”, holiday shopping, and even weather sensitive services like landscaping. These spikes in business require employers to increase their workforce to meet the demand. Then, when the busy season is over, many of those workers are no longer needed.

Another reason for higher than average turnover in these industries is their amount of younger hires. Fast food restaurants often employ workers that are still in high school or who are on college break. The same goes for many in the hospitality industry. The majority of these hires are also part-time. These types of workers are rarely in it for the long haul. They are there to make some money and gain some work experience ~ and then they move on.

A less obvious, but just as impactful, reason for high turnover is that some employers in these industries don’t do background checks.

Skipping the background check may seem like the cost-effective, smart thing to do. After all, your new hires won’t be there for long, so why bother?

This way of thinking couldn’t be further from the truth!

Not screening these employees won’t save you money in the long run. Incidents of employee theft and, more seriously, workplace violence, will cost you more in the end.

Screening every employee will not only help protect your workplace, it will also preserve the integrity of your workforce, your brand, and the reputation you have worked so hard to build.

You should, at the minimum, run a criminal history check. Finding out if your potential new hire has been convicted of violent crimes or theft is crucial. In addition, if a certain level of skill is necessary to complete their duties, then verifying those skills are also in your best interest.

“What employers need to keep in mind is that as with any hire, protecting your company, your employees, and your customers must come first. Using a background check as a tool to that end is always in a company’s best interest, even if it is on temporary employee”.

Find out more tips about hiring seasonal, temp workers, or interns here!

Bottom line ~ Companies that screen every new hire are more likely to retain more and better employees than those who don’t.

So, if you are now willing to take the time and expense to screen your employees, it then makes sense to find ways to keep them.

Hiring in a High Turnover Industry? Learn How You can Retain Your Best Workers! “Tweet This”

What can You Do to lower your Employee Turnover rate?

Changing the trend of “job hopping”, or high turnover, needs to start with you, the employer. Creating a work environment that offers real incentives for good employees to stay is the key.

To accomplish this goal, you should:

Enable your Employees to develop strong, marketable skills
Offer Your Employees real opportunities to progress
Be as flexible as possible when scheduling work hours
Encourage Employee Input
Make your Employees feel Appreciated and Heard

Find out more about what you can do to keep your top talent in; “Tips to Help You Hire and Keep the Right Employees”!

Even taking these steps is not enough to entirely eliminate employee turnover. The nature of many of these industries dictate that their hires will only stay a short while. Seasonal businesses, for example, will never overcome the ebb and flow.

However, addressing employee needs and offering incentives for good workers to stay, can make a difference.

Be the place people want to work. Treat your employees right. Do everything you can to build a strong relationship with all your workforce.

Taking the time to empower and engage your employees is good for you and your business. You will soon find that your hires are more invested in their work and in being a part of your business success!

Authored by

Have questions about Hiring and Background Checks for Your Business? Contact Us Now!

We have the answers you need.

Visit our About Us, Background Investigation & Applicant Services, Business Mentoring, and Security Consulting pages too!

Source1: Compensation Force Turnover Rates by Industry

Monday, July 31, 2017

What can You Do to Combat Background Check Delays?

You Want it and You Want it Now!

After all, who wouldn't love having their wants and needs instantly fulfilled? What a wonderful world it would be if that were only possible!

And, if you happen to own your own business, this sentiment couldn't be more true ~ especially when it comes time to hire or expand your business.

Unfortunately, it doesn't often work that way.

Just when you need to get some new talent or additional help in to jump start or keep you business running smoothly, you hit snags!
Maybe you aren't finding the "right" person? Maybe the quality of your applicants isn't what you had hoped it would be?

But it can be even worse when you think you have actually found the right hire and delays in your background check are getting in the way!

These obstacles are just as problematic if you happen to be the one applying for the job!

Background Check delays can frustrate you, your applicant, and even your screening company.

That is why it makes sense to do what you can both before and during the screening process to combat potential background check delays.

Your first course of action is to both recognize and identify potential delays.

The Top 10 Obstacles than can Delay Your Background Check are:

Resume/Application Mistakes, Errors, & Fabrications
Timing of Your Request
Manual Court Checks
Individual Court Dynamics
Employment and Reference Checks
Incomplete Case Information
Power Outages or System Maintenance
International Requests
Government Shutdowns
Changing Legislation

Learn more about these potential delays, and how to develop a plan to deal with them, in "10 Obstacles that can Delay Your Background Check"!

In Employment Background Checks, Quality should be King! "Tweet This"
Once you have identified these potential delays, then you can create a sound plan to help eliminate, or at least alleviate, their impact on your hiring process.

When any of these obstacles hit, it can seem to throw a wrench in your hiring works.

A good background check company can help you overcome these delays and keep you on the right track. After looking at your candidate's resume or application, they are there to identify potential problems and suggest sound solutions. Your screening company will also keep you informed when a problem occurs along the way and what can be done to get past it.

But it is also important that you do your part!

As an employer, you should:

Stay up to date on compliance issues (your screening company can help).

Develop easy to fill out applications that require your candidate to supply information pertinent to your background check. Examples of this are: strong identifying information, education information including name and location of institution and type of degree and date earned, employers' names, locations, dates and job title, and accurate contact information.

Making sure you, in conjunction with your background check company, have taken all the necessary steps and have all the information you need before even starting your background checks simply makes good business sense! And it can go a long way towards lessening the impact of any potential obstacles.

You also need to remember that when it comes to employment screening, the accuracy of the background information must be more important than the speed in getting it!

Need Help with Your Hiring Practices and Policies! API can Help!

Contact Us Now!

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Learn more About Us and our Background Investigation & Applicant Services, Business Mentoring, and Security Consulting Services!

Contact API Today for help with your Hiring and Background Check needs!

Discover what Our Happy Clients have to say too!

Monday, July 24, 2017

Tips to Help You Use Your Background Check Report to Hire!

Do You know how to use the information found in your employment background check report?

As an employer, you know "Why" employment screening is so important to a quality hiring process and you should also "How" to choose the best background check company for you.

But when it comes time to actually USE the information you receive in your background check reports are you, like many employers, stymied?

Employers and Hiring managers often worry about running afoul of local, state, and federal employment laws. Even ever changing EEOC (Equal Employment Opportunity Commission) regulations cause angst.

The bottom line is ~ it doesn't have to be that way!

While we addressed how finding the right screening company solves some of these issues in Part 2 of this series, that does not mean that is where it ends.

As an employer, you also need to take into account how these laws and regulations can impact your hiring policies and process.

This is where knowing exactly WHAT information contained in your background check report can legally be used when making your hiring decision is vital!

Before even considering making a new hire, you should work in conjunction with your background check provider to make sure your hiring policies are compliant. Avoiding and eliminating anything that could be considered discriminatory is key.

Any references in your job descriptions, help wanted postings, or anywhere within your hiring policies to age, sex, race, religious affiliation, sexual orientation, or anything else considered a "protected class" are taboo.

Your Background Check Report is the Key to Hiring Safely and Effectively! "Tweet This"

Your dedication to hiring fairly and in compliance is even more important when it comes time to use your background check to make your final hiring decision.

Your background check report should be treated like your best friend. It is there to give you the honest truth and to help you make hiring decisions that are best for you and your company.

That is why it makes sense to use the information contained in that report wisely.

At the very least you will want to cross-check the information in your report with what was supplied by your applicant.

Do dates and title of employment mesh? Was the degree stated in their resume actually earned?

If you find that your applicant was honest about the information listed in their resume or application it can go a long way towards getting the employer / employee relationship off to the right start.

But it doesn't stop there.

The majority of employment screenings include criminal court record checks. And this is where you need to tread carefully.

If you find that one of your applicants has a prior criminal record, then there are definite guidelines you need to follow!

Only under specific circumstances, such as where an industry is prohibited by law from hiring an ex-offender, can you simply dismiss from consideration anyone with a criminal record.

Instead, if your applicant has a criminal past, you need to first ask yourself the following:

How recent was/were the conviction(s)?
How is this record relevant to your open position?

Your answers to these questions will help determine your next steps.

You can find more details on these questions and about how you can safely use your employment background check results in "You Have Your Background Check Report, Now What?"!

But what do you do if you decide that what you learn may keep you from offering your candidate the job?

This is where you need to understand your applicant's rights. If adverse information found in your candidate's background check report may prevent them from being hired, you must:

Notify the applicant, in writing, of your determination and provide them a copy of the Background Check Report.
Give the applicant the opportunity to correct the information in the Background Check Report or for them to offer information to mitigate the report’s findings.
Determine whether any additional information you receive from the applicant will reverse your initial decision to exclude the applicant from hire or promotion.
Notify the applicant of your final determination.

Only after you have complied with these steps can you legally make your final hiring decision.

In addition, it is vital that you document this entire process! You need to keep detailed notes as to what decisions you made concerning the hiring of your applicant and when you made them. Good records will help protect your company in the event of litigation. You will find more information on safe hiring in "Tips to Help Your Business Fly Under the EEOC Radar".

Remember ~ Your background check report is there to help you. What you find there can help determine your applicant's honesty and decide whether they are qualified for the job. It is knowing in advance "What" you can legally do with the information in that report that makes all the difference!

Want to learn more about how Background Checks can help You and Your Business Succeed? Contact Us! API will work with you to develop a sound and compliant hiring program especially for your company!

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Find out more about our Background Investigation & Applicant Services, Business Mentoring, and Security Consulting Services too!

Monday, July 17, 2017

How to Pick the Right Background Check Company!

Choosing the best background check company for you may seem like a daunting task. It is easy to question yourself and your decisions.

Will the company you are considering do the job right? Will they be easy to work with? What kind of information can they find, and is it quality information? And of course, you are always worried about cost.

But most importantly, you may wonder if a background check company is really on the up and up.

How do you really know who you can trust?

Can Your Background Check Provider Be Trusted? "Tweet This"

Here we take a look back at the second installment of a three part series we wrote when launching our blog. We wanted to focus on the 3 common and confusing questions that many employers have about background checks;

Why should I use background checks to hire?
How can I choose a quality background check company?
What can do with the information in the background check report to help me hire?

We covered the "Why" in, "What You Need to Know about Background Checks".

Now you need to know "How" ~ specifically, how to pick the right background check company for you!

When choosing a screening company, it is important that you do your research and ask the right questions.

Our advice is to focus on finding a company that will with WITH you, not just for you! The company you choose should be a true partner in your quest to find the right employees that will help your company succeed.

Now you just need to know what to look for!

A good Background Check Provider should:

Focus on Your Needs
Use Direct, Reliable Sources for their Information
Take the Time to Do It Right
Stay Informed on Hiring Laws and Regulations
Not Put Cost over Quality

You can find out more about these tips in; "5 Tips to Help You Choose the Best Background Check Company for You"!

In addition to these suggestions, you should also do the following:

Word of Mouth
Ask other business owners you know. Who do they use for their employment screenings? If they are satisfied with that company's work, chances are you will be too!

Reviews / Customer Referrals
Find out what their clients are saying about them. Search for them online and see what is posted. While you can't take every review as gospel, it is possible to look for a trend.

Pay Attention to the Company's "Vibe"
How do you feel when you are talking with them? Are they showing genuine interest in you are does it feel like they are just in it for the sell? Your gut feelings can go a long way towards picking the right screener. Having a comfortable working relationship with any company you do business with often takes time, but your initial impression should be given some weight.

Choosing the right background check company doesn't have to be difficult. All it takes is asking the right questions and using your instincts. And when done right, you will find that your company's hiring process is easier and more productive than ever!

Be sure to check back next week when we revisit the final article in this series on how you can use your background check report to hire right!

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Need Help Hiring for Your Business? Contact Us! We are here to answer your questions and get you the quality talent you need!

Visit our Background Investigation & Applicant Services, Business Mentoring, and Security Consulting services pages too!