Background Checks and Driving Records

80% of all businesses conduct background checks as part of their pre-employment screening process, and for good reason. Background checks provide insight into the history of potential employees, helps mangers select the best and most qualified candidate for the job as well as mitigate risk. Knowing the qualifications, relevant strengths, and weaknesses about the people that you are considering hiring is really just a best business practice.

 While employers and HR professionals might typically think of a background check consisting of a criminal record check, employment, or education verification, driving records are an important and sometimes overlooked source for job specific and relevant information.

If future employees are likely to be driving company vehicles, driving their own vehicle on company time, or may have to drive vehicles or equipment as part of their employment responsibilities it’s prudent to conduct driving record checks to make sure that everything is good to go.

What Do Background Checks Look Into?

Background checks conducted during the pre-employment process (usually) focus on criminal history more than anything else. Felony and Misdemeanor court records are likely going to be searched for information about an individual’s criminal history. 

The kinds of details available as part of a criminal background check include, but are not limited to:

  • Personally, identifying information (name, date of birth, gender, etc.)
  • Arrest records for misdemeanor and felony offenses
  • Pending court case information
  • Conviction information for misdemeanor and felony offenses
  • Incarceration details

Every state in the US also maintains their own independent sex offender registry. This kind of information is almost always available for access online, free of charge, and without having to jump through a lot of hoops.

What Information Will Driving Records Include?

Driving records, on the other hand, can be a little bit harder to access unless you are requesting driving records for yourself personally. The DPPA (Driver Privacy Protection Act) is a Federal Law which requires there to be a “Permissible Purpose” that meets certain guidelines before a consumer driving record can be accessed. Employment Screening is one of the authorized reasons under the statute. Pre-Employment background checks that include requests for driving records will need to be approved in writing by the potential employee themselves,

Motor vehicle background information can include, but is not limited to:

  • Any potential traffic violations
  • Any license suspensions or revocations
  • The type of license that an applicant has been approved for
  • Any restrictions on their driving permissions
  • Personal identifiers – Name, DOB, Address

… As well as details regarding their driver’s license expiration date, specific endorsements they may have, a breakdown of accidents they have been a part of, as well as the status of their license.

Important Things to Remember When Pulling Driver Records

It is critically important that you obtain written authorization to run a driving record check from a potential applicant during the pre-employment process. This can be included in The Background Authorization form which is also required by the FCRA.  As highlighted above, some applicants are going to need to provide written permission for their records to be pulled from the DMV. Others may even have to get their driving record themselves and furnish it to you as part of the pre-employment interview process. Other states, however, allow you to run limited driving record checks on job applicants if the job opening requires a clean driving history, an active license, or will involve them driving company vehicles.

Driving records can be extremely useful in evaluating an applicant’s competency to drive on behalf of your company. They also can demonstrate the reliability and decision-making skills of an applicant, provide verification of identity, and indicate if the applicant has had a history of issues with alcohol or drug abuse. As it’s been said a great predictor of future performance is past behavior.

What You Need to Know About Employee Drug Screening

What You Need to Know About Employee Drug Screening

In today’s business world, drug screening is a vital part of the employment screening process. Drug screening is something that may be legally required for certain jobs such as truck drivers or emergency workers, while may be up to the employer for other positions. Drug testing is really about ensuring a safe and productive work environment and is a best practice as it relates to risk mitigation

What is Drug Screening?

Drug screening is all tests administered to an employee or potential employee for the purpose of detecting the presence or prior use of illegal or illicit substances. This includes metabolites, the inactive metabolized forms of drugs. Such tests are often mandated for things like random employee testing, job applications, organized sports participation, police investigations, and more. The tests can vary in what they are looking for and how they are carried out.

Generally, drug tests are performed to detect the presence of the following substances:

  • Steroids
  • Phencyclidine
  • Barbiturates
  • Amphetamines, e.g. methamphetamines
  • Opioids
  • Cocaine
  • Marijuana

There are many different types of drug tests. This includes but is not limited to:

  • Hair tests
  • Blood tests
  • Saliva samples
  • Sweat samples
  • Urine samples

Why Bother with Drug Screening?

As said before, some positions may legally require drug screening. In these scenarios, the employer does not have a choice in whether they want to conduct drug screening. But for those non-mandatory situations when considering whether your organization should conduct pre-employment drug screening consider these factors:

Post-Accident Tests

If there was an accident at the workplace, drug screening can be used to determine whether drugs or alcohol were a factor in it and thus help reduce the employer’s liability. This also can let the employer know if there is a much bigger problem in the organization.

For Cause and Reasonable Suspicious Tests

If there are signs that an employee is unfit for the job and there is enough reason to suspect that the problems may be drug-related, employers can call for a drug test to determine whether this is the case for the safety of the workplace and the other employees.

Pre-Employment Tests

Employers can choose to administer drug tests prior to employing an individual if they so choose. In some jurisdictions or for certain job sectors, pre-employment tests may be mandatory under the law. Productivity, honesty, reliability, and safety can all be affected by those who use narcotics, even off the clock.

Post Treatment Tests

Employees returning to work after a rehab program may be required to undergo drug screening to judge their state of health.

Are Drug Tests Accurate?

Considering the judgments that might be made following the results of a drug test, the accuracy of those tests is particularly important. However, the accuracy can be affected by many factors.

  • Time between collecting the sample and testing it
  • Hair treatment products and similar things that can affect samples
  • Tampering with samples by the employee being tested
  • Hydration dilutes substance levels in urine

Most of all, the accuracy of drug tests is affected interpretation. A professional toxicologist sometimes known as a Medical Review Officer or MRO is required to accurately interpret positive drug test samples. This means it is vital to find a drug testing lab with a qualified professional to analyze the samples of any drug tests conducted at your place of business.

Generally, most drug tests requests can be ordered online or through text messages to the applicant. They can be conducted for an employee almost anywhere in the U.S. Results can be available in about 72 hours unless there is a positive result which needs to be reviewed by the MRO. If you are considering or have a drug screening program already, Nationwide Screening would be happy to help you set up a new program or review your existing program.

Meta Description: Drug screening is not always mandatory, but if you want to use it at your workplace, you need to know this info.

Education Verification for Employment Screening

Why verify education?

Understanding how education verification works and what it can do for your company will make your organization more effective, productive and mitigate risk. Resume fraud is quite common; between 25 and 50% of all job applicants lie on their resumes, according to several sources. Even more resumes are misleading and embellish job descriptions, duties or alter titles.

Fraudulent resumes present several legal challenges to Human Resources departments. HR departments are usually responsible for verifying that employees are qualified for a job. It is a critical piece of the hiring process helping to reduce the risk of a negligent hiring claim. Imagine hiring an engineer who does not have the proper education and training to design a bridge!

Verifying a prospect’s education assists is part of the background screening process. Although the procedure can take additional time to finish, it is mission critical in some cases that in addition to the formal degree verification that professional accreditation and licensure, has been verified and remains up to date.

If your company desires to build a successful team, then confirmation of all degrees, licensed, and/or licensure claims from the prospect should be part of the background check process. Taking these steps helps to make sure your new team members have the skills and knowledge needed to meet your companies strategic and tactical goals. Most important is how do you meet your companies needs if your workforce is not qualified to do the job. Education verification is a commonsense piece of the hiring process.

 How does an education verification work?

 Although an education verification can use a lot of different methods, the general procedure includes the confirmation of a prospect’s academic, certification, and/or licensure-related claims. Education verification processes can be performed for any level of education including high school, and GED equivalency exams, colleges, universities, and professional accreditations or licenses.

 These background checks can include discovering info not only on whether someone finished and attended from the schools they claim, but what grades they received within specific topics of research study that may be important within a particular trade or field. Most of the time, what education verification is referring to is education and degrees from universities and colleges.

 In almost all cases the college/university will require a signed release from the candidate before releasing records or an applicant’s transcript. The verification can take up to 30 days in some cases if the school is no longer in business or the records are older than 10 years. In most cases however the verification cab ne completed within 48 to 72 hours.

Legal requirements of education verification

When verifying a prospective hire’s previous education, businesses require candidates to supply their name, date of birth, and Social Security Number. Whether you are utilizing a background check service or not, it is best to offer the prospect what the Fair Credit Reporting Act (FCRA) requires and permits of businesses. Utilize a signed background authorization on a separate form from the application. Make sure the applicant is given their summary of rights under the FCRA or any other State or Local laws.

EEOC requirements of verifying education

The Equal Employment Opportunity Commission (EEOC) requires that there be no discrimination, intended or otherwise, during the review process. Employers should be consistent in how their program of conducting background checks is executed. All candidates should receive the same type of review, including methods used, turnaround time, etc. Note that local laws could also come into play based on both the locations the employer is hiring and where the candidate is located.

Summary

To ensure that your organization is conducting legally compliant education verifications and to alleviate some of the workload on your HR department consider using a qualified consumer reporting agency. For instance, Employers in Ohio can be sued for negligent hiring, retention, or supervision claims, even without the employee(s) in question being named in the suit and regardless of whether criminal charges were filed against anyone for the underlying wrongful conduct. Examples like these are a good reminder that you have a legal duty to your workforce, customers and the public to exercise reasonable caution and care when it comes to hiring, training, supervising, and retaining employees.

Top 10 Reasons Why Employers Should Screen Their Applicants

There is wide a range of reasons that prospects falsify information and why you should screen your applicants. These can be as simple as attempting to hide periods of unemployment or more serious so as to conceal drug abuse or a criminal history. For some, it is simply to get a leg up in today’s economy and the competitive job market.

1. Resume Fraud. Around half of all candidates embellish or outright lie on their resumes. If you can identify which applicants have misstated their credentials, experience, and abilities you can remove them from the beginning without wasting any more time in the process.

2. Limited Access to Information. Companies are reluctant to expose themselves to liability and are extremely hesitant to respond to a referral request. But, at the same time, former employers frequently hold the key to the most relevant insight about the prospect. Many employers also outsource their employment verifications to a third-party clearinghouse. Nationwide Screening Services has the expertise to navigate these employment reference challenges.

3. Expense. Numerous employers use an outside firm to perform background checks on candidates for employment and for good reason. Background checks can be complicated and time-consuming to carry out in-house. Employing a qualified employment screening firm conserves time and money– especially when small companies cannot afford to commit the necessary resources to perform these checks internal.

4. Compliance Issues. The Fair Credit Reporting Act (“FCRA”) sets standards for work screening. There is a list of compliance requirements set by the FCRA, consisting of different disclosures a company must make before, throughout, and after the background check has been performed. The FCRA also brings considerable charges for non-compliance.

5. Bad Apples Are Expensive. Hiring is one of the most important decisions an organization will make. Failure to carefully screen and pick applicants can result in employees who are (1) not certified to perform the work hired to do; (2) whose work routines are not in line with the organization’s; (3) whose mindsets and characters create disruption in the workplace (4) hired under false expectations which later develops into bad morale and low efficiency. The U.S. Department of Labor approximates that the average expense of a hiring and subsequently terminating a bad hire can equate to 30% of the staff member’s potential earnings throughout the very first year of work. However, some sources say that estimate is low and is closer to 100% for non-management workers and 150% to 200% for management.

6. Employee Theft. The U.S. Chamber of Commerce approximates that theft by workers costs American companies $20 to $40 billion each year. U.S. customers absorb this cost at the annual rate of $400 per working adult. An employee is 15 times most likely than a non-employee to steal from a company.

7. Claims of Negligent Hiring and Retention. Companies can be at risk and held liable if they fail to exercise reasonable care in the employment-selection procedure. “Reasonable care” is dependent on not simply whether the employer knew about the prospect’s predispositions but whether the company should have known. In other words, failure to screen candidates and to utilize correct care in working with them can result in legal liability.

8. Workplace Violence. Some two million American employees are victims of office violence each year. While not every occurrence of violence could be prevented with applicant screening pre-employment checks can mitigate the risk by screening out candidates with a history of violence.

9. Copyright Concerns. Intellectual property theft is a very genuine concern, costing American employers anywhere from $250 Billion to 600 Billion annually. As the workplace becomes more technology-based and employees end up being more technology-savvy, the risk of stolen trade secrets and other exclusive information will continue to escalate.

10. EEOC Violations. Of course, this is a common concern for many employers– that the person they work with will later become disenchanted with the workplace and file a suit for a perceived or real grievance. And there is an excellent reason to fret. Just ask Wal-Mart, which has been hit with several multi-million-dollar claims brought by workers over the past couple of years.

Free Background Checks

free background checks

Free still has a price

Have you ever tried to run a free background check? Maybe you Googled something like “free criminal records”,” free public records,” or “free background check.” The results that you get will vary and you may end up on a site that ostensibly looks like it is giving you free records. This is partially true but eventually comes with a price.

The challenge with the idea of free background checks is that while there are many public records sites available at no cost, they might not be appropriate for employment screening purposes. These sources can provide criminal records, civil records, marriage and divorce records, property ownership, and even fishing licenses or voter registration. However, getting the information is only part of the process. If you plan on using public record information for employment purposes, you need to know what you are looking at. You still will need to adhere to the FCRA, local and state requirements even when conducting a background check on an applicant yourself.

Many web sites will masquerade as public record sites. They will allow you to do a cursory search and return several options for you to follow up on. For instance, if you enter the name, approximate age and location of an individual, the website will return several potential matches. Then they will encourage you to order a detailed report for a fee.

The reality is this is a typical ruse that private companies used to lure you in to buying a background check. The background check will most likely not comply with the Fair Credit Reporting Act an often has a disclaimer that you must agree to not use it for employment screening purposes. These databases aggregate data from multiple states, counties, cities, courts and other public record sources. There are thousands of county courts, district courts, circuit courts, municipal courts, village courts and mayors’ courts across the country. Many of these will provide data directly to database aggregators who then resell it.

The database company will then reformat the data into a nice-looking report and that can be misleading. This data is often not verified and may only have arrest information that is outdated, without a disposition of the finding or proper identifiers of the person being searched. It is critical when conducting an employment background check to make sure that you are getting information on the correct person. The Fair Credit Reporting Act requires that when using a third party CRA (consumer reporting agency) that you ensure maximum possible accuracy when utilizing data such as this for employment screening purposes.

There is really no such thing as a free background check, at least for employment purposes. Violating the FCRA or any of the state and local laws surrounding employment screening can result in costly penalties and even discrimination lawsuits. It is important to use a qualified CRA to conduct your background checks. Many CRA’s will use a nationwide database check as an additional source to add to the scope of the background check. This may uncover potential jurisdictions that might have been missed otherwise. That data, however, is still vetted by a qualified investigator which is our process at Nationwide Screening Services.

The Green Factors and Why They Matter in Hiring Decisions?

The Green Factors

EEOC guidelines that impact employment background checks 

In 1975 an Eighth Circuit Court Case, Green v. Missouri Pacific Railroad, resulted in a finding by the court that it was discriminatory under Title VII for an employer to generally “follow a policy of disqualifying applicants with a conviction, other than minor traffic offenses.” The Court cited three factors known as “The Green Factors” that should be considered before deciding to disqualify an applicant based solely on the existence of a criminal conviction. The court further clarified that these factors should be related to the position in question and be consistent with a business necessity.  

The Green factors are: 
1. The nature and gravity of the offense or conduct  
2. The time that has passed since the offense or conduct and/or completion of the sentence  
3. The nature of the job held or sought  

What this generally means for employers is that having a blanket policy to disqualify an applicant for any conviction other than minor traffic could create a potential Title VII violation. As a reminder, Title VII refers to the Civil Rights Act of 1964. Many components of this act give specific guidance on discrimination practices with respect to hiring practices by employers. 

A key component Title VII is the concept of disparate impact. A blanket policy of denying anyone employment based solely on the existence of an arrest or conviction which may disproportionately impact those protected under Title VII. A blanket policy may also violate the law if not job related and consistent with business necessity, also known as disparate impact liability.  

There is a significant amount of data that supports findings that criminal record exclusions do have a disparate impact on populations based on race and national origin. Other areas that employers may get in trouble is considering arrest records as a reason to exclude applicants from consideration. The fact of an arrest does not establish that criminal conduct has occurred. Therefore, exclusions based on an arrest, if it is not job related, is not in and of itself consistent with a business necessity. However, an employer can decide, based on the conduct underlying the arrest, if the conduct is relevant and would indicate that the applicant is unfit for the position in question. For instance, an applicant with an arrest for a sexual assault would most likely not be a good fit for a daycare worker.  

The EEOC guidance states that employers can meet the job related and consistent with business necessity recommendation as follows: 

1. The employer validates the criminal conduct exclusion for the position in question considering the uniform guidelines on employee selection procedures.  

2.  The employer develops a targeted screen considering at least the nature of the crime, the time elapsed, and the nature of the job: the three factors identified by the court in Green V. Missouri Pacific railroad, 549 F2d 1158 (8th Cir. 1977). 

The employer’s policy then, should provide an opportunity for an individualized assessment for those people identified by the screen. The assessment should be used to determine if the policy applied is job related and consistent with the business necessity. There is interpretation of Title VII that does not require individualized assessment in all circumstances. The use of screen that does not include individualized assessments, however, is more likely to violate Title VII. 

It should be noted that compliance with other state and federal laws and or regulations such as the FCRA that conflict with title VII is a defense to a charge of discrimination under Title VII, according to the EEOC.  Considering the information we have provided regarding the FCRA in other articles, it’s recommended that your HR department or legal department reflect on the importance of the green factors when crafting your hiring policy.

The US Equal Employment Opportunity Commission has some specific guidance on their website. https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment-decisions#VB6 

What does the 7-year limit mean when conducting a background check?

The seven-year limit is sort of the speed limit that employers use when conducting background checks. Employers and the companies they hire to do background checks are usually bound by a federal law called the FCRA or the (Fair Credit Reporting Act). These third-party companies that conduct the background checks for the employer is called a CRA (Consumer reporting Agency). Most consumers might be familiar with the FCRA when it comes to credit transactions. Creditors can generally only disclose derogatory credit information for a 7-year period. The same is true for employment background checks with several exceptions. 

It may seem academic at this point for Human Resource professionals who are trained to understand and implement background check programs, but not so much for many employers or their staff. A background check for employment purposes is considered a consumer investigative report under the FCRA. The FCRA provides protections for applicants when applying for a position that will require a background check and requires both employers and The CRA to follow specific standards. Some of the standards that are put in place to protect the applicant are as follows: 

  1. Notification – The applicant must be notified, conspicuously, in writing on a separate form that a background check is going to be conducted on them. This is known as the background authorization form. 
  1.  Rights -Applicants must be advised of their rights under the FCRA. This is called the summary of rights notification, which is also on a separate form.  
  1. Adverse Action Notification – The applicant must be notified should the background check uncover derogatory information that might exclude the applicant from further consideration. This is known as an adverse action. An adverse action would then trigger an adverse action notification.  
  1. Dispute – The applicant has a right to dispute the derogatory information which requires the employer and CRA to re-investigate the information. 

A common area of dispute when it comes to adverse actions is CRA reporting criminal convictions or arrests outside of the scope of the FCRA. Some states have their own versions of the FCRA and as such can create a bit of confusion when it comes to which standard to apply. One commonly accepted legal standard to avoid a liability suit is to apply at minimum, the industry standard. You are not required to apple the highest industry standard. 

The federal FCRA allows for employers to report convictions for a 10-year period and arrests for a 7- year period. It is a misconception that only conviction data can be used when denying employment. For instance, if there is a pending charge for a sexual offense that has not yet been adjudicated and the charge is relevant to the position being applied for, such as working with children or the elderly, it would certainly be appropriate to deny them employment based on this potentially harmful charge. There are however other factors to be considered such as EEOC guidelines when considering whether the charge or conviction is relevant to the position being applied for.  

States with a seven-year limit include: 

  • California 
  • Maryland  
  • Massachusetts 
  • Montana Nevada 
  • New York
  • Texas
  • Washington

However, California, along with other states, have salary exemptions. In California, if you are applying for a job with a salary more than $125,000 the employer can go up to 10 years. In Texas and Colorado if the salary is more than $75,000 then an employer can exceed the seven-year limit. So, it is important to know each state’s requirements before engaging an employment screening agency. The CRA that you choose should also know that using non-conviction data in Alaska, California, Indiana, Massachusetts, Michigan, and New York would violate their version of the FCRA and other employment-related laws. 

The real takeaway here is that the courts still maintain the records even if the FCRA forbids them from being utilized in a hiring decision. Many researchers will uncover the information and report it to the CRA. If appropriate controls are not in place, that information could be erroneously reported to the employer and thus create an adverse action situation and a potential FCRA violation which can cost employers thousands of dollars. You may want to consider consulting with an expert in these matters and perhaps conduct an internal self-assessment to see if your company is in compliance with the FCRA.   

Are your employees ready to get back to work?

Healthcare Staffing
Nationwide Screening Services works hard to provide our customers with the best pre-employment, background screening tools available. As we all prepare to have employees return to work, companies are looking for different options to ensure this is being done safely. We would like to introduce you to Custom Healthcare Staffing. 

Ensure a safe environment with Health screeners from Custom

Healthcare Staffing

At Custom, they have developed a program to place health care screeners in your office.
Custom will provide:

  • Licensed occupational health professionals
  • Conduct temperature readings
  • Covid exposure questionnaires
  • Onsite presence/consultation to employees entering your place of work
  • Work at an affordable price.
  • 24/7 live service from a staffing professional

If you would like additional details, please reach out to Andrew Norton directly, anorton@customgroupofcompanies.com. Be safe, stay healthy!

If you would like an introduction with CUSTOM STAFFING, please fill out the form below.

6 Reasons Screening Services Are Important

There are many reasons why pre-employment background checks are so important. In fact, here in the United States they have been the norm for a significant number of years. They are widely considered to be an essential step to take before committing to hire anyone. More often than not, employers assume candidates are telling the truth, or the whole truth. And most of the time applicants are being completely honest.

There are, however, a number of ways they might try hiding the truth from you, or be selective with the information they reveal. A background check, or pre-employment screening, can help protect your company from situations like these. In this article we will outline a few of the moist common ways background checks can be of service to you.

Why Are Background Checks Important for Employers?

Performing a background check is an opportunity to verify the information a candidate has provided you, and a way to make sure they are the right person for the job. Here are six reasons why it’s a good idea to invest the time in them:

  • They can help you make sure your workplace is a safe and healthy environment. Although not all roles or companies may require a criminal background check. Performing one can be crucial to the safety of your company and staff. This is especially important for companies that work with vulnerable people, such as children.
  • You will be able to rest assured you have hired the most qualified person possible for the job. Someone who will be a catalyst for growth in your company, not a hindrance to its development. Confirming an applicant was honest about their education is paramount to hiring someone with the right skill set for the job. Roles that require specialist degrees, in particular, depend on employees with a certain minimum of knowledge, without which the role might not be able to be performed. Past work experience goes along the same lines, in many roles being even more important. It is crucial to make sure an applicant has been honest about where they have worked, and the responsibilities they have had.
  • You will reduce ambiguity in the hiring process and the number of dishonest applicants. Dishonest applicants realizing that it’s becoming increasingly difficult to acquire positions might be dissuaded, or even encouraged to change.

Negligible Hiring and Nurturing an Honest Culture

  • A background check will also minimize exposure to employment liability, should something go wrong. It’s best practice. An employer that does not investigate a potential employee’s background, could be liable for retention or negligible hiring. If the employee is involved in grievous misconduct or illegal activity the consequences can be dire for the employer. The potential ramifications for such a case can be devastating.
  • You spread and perpetuate a culture in which honesty in the application process is encouraged and valued.
  • Instincts aren’t everything. As important as it is to get to know someone face to face, and as good of a judge of character you might think you are, you won’t be getting a complete picture. Screening services can help you get one.

If you would like information on how to start a working relationship with Nationwide Screening Services, please fill out the form below.

Why Background Checks Are Important For Staffing Agencies

Background checks are an essential ingredient in maintaining a healthy and productive workplace. It is common for companies to make use of staffing agencies’ services when in need of filling a particular role. Especially so for long term positions, but also for temporary contracts. The importance of background checks is often underestimated, thought to be unimportant. This is a grave mistake to make.

Hiring someone with a violent criminal background, ill intent, or even minor felonies can become a major liability for a company. Dealing internally with an issue like this can be a long and messy process. The best course of action is to prevent a problematic situation like this in the first place. And the best way to achieve this is with a solid background check.

Why Background Checks Are Important

That might be the worst-case scenario, but it’s far from the only reason background checks are crucial to a successful company. Finding the right employee, one you know you can trust, that will take their workload seriously. One that has appropriate experience and qualifications for the position. An exciting and important step for a company to take, at any size and stage. A thorough background check, through the right agency, will help you achieve this goal. Provide you with a filter, to help sift through the sand and find your speck of gold.

How Do I Know I’ve Found the Right Company?

There are a lot of types of background checks, and even more staffing companies. But how do you know which one is right for you?

First off, experience, staff and ample resources are what you want to be looking for. There are many companies out there that claim to be incredibly fast and cheap, without sacrificing accuracy. More often than not, this is a false claim. Like with many things, you get what you pay for with background checks. And trust us when we say this, you do not want to cut corners in this sector. As with some of the issues outlined above, bringing in the wrong person to your company can have catastrophic results. A cheap background check can lead to unpleasant surprises in the future. They can be unreliable, inaccurate and often come paired with hidden fees.

Why Background Checks Are Important

A solid background check performed by experienced staff and a reliable company will lead you to better hires and more numerous hires. If anything you’ll save time, as with a more thorough search you’ll come to your ideal candidate sooner.

With a complete service you’ll be provided with a proper multifaceted investigation. One that covers all bases:

  • Criminal records search
  • Verification of education and related qualifications
  • Employment history
  • Credit history
  • Sex offender status
  • System of Award Management Check
  • OIG

Besides background checks, it’s also quite likely the screening will require further information. Drug tests and healthcare services also make up an important part of the process. Choosing a company that offers a full service won’t only benefit your company but the potential candidate too.

If you would like information on how to start a working relationship with Nationwide Screening Services, please fill out the form below.