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Employment Background Checks

Employment Background Check is becoming very common these days. Not only employers but employees also are conducting background checks before they join a company. An employer may carry out an employment background check at any time; it can be pre-employment check, periodic employment check, promotional check.

Depending on your state and the type of business you are in, an employee background check may and may not be mandated by the law. In firms that deal with children or adults, Federal law requires background checks on all the employees and volunteers. The reasons should be understandable: the Federal government wants to make sure that those served are safe and employers need to protect themselves against negligent lawsuits.

Companies conduct employee background checks for some reasons. With the rise of complaints about negligence, many companies are considering employee background checks as a standard part of their Human Resource guidelines. An in creasing number of child and elder abuse cases, along with child abduction cases, make it necessary for all employers hiring individuals to work with these groups to do detailed background checks. After the terrorist acts of September 11 in 2001, many employers are now screening new appoints with a scrutinizing eye. Worries over potential terrorists obtaining positions in sensitive agencies have increased the popularity of employee background checks.

Here are some of the info that might be contained within a background check. Note that lots of these sources are public records created by the government agencies. The info include; Driving records, Vehicle registration, Workers’ Compensation, Bankruptcy, Character references, Credit records, Criminal records, Social Security number, Education records, Court records, Medical records, Property ownership, Past employers, Personal references, Incarceration records, Military records, Sex offender lists, Drug test records, State licensing records.

Different types of employment background checks can be implemented contingent upon the position that the person may be hired for. A best practice would be to carry out background checks on all of the company’s employees and to involve external agencies through contract agreements to conduct background screening on the contractors, vendors, and anybody coming in contact with the company‚Äôs assets. If this is cost-prohibitive, then the organization must decide on the posts which are most critical to conduct the background checks.

Banks, for instance, are required to conduct background checks on any employee who is likely to come in contact with money. In a bank, this is, of course, nearly every employee. The kind of checks ranges from minimal checks to full background checks.

The benefits of Employment background check in protecting the company are obvious; however, the following advantages may also be realized:

  • Risk mitigation
  • Reduced turnover
  • Protection of assets
  • Protecting of employees, clients and the public from theft, violence, and harassment.
  • Insulation from negligent hiring and retention lawsuits.
  • Lower hiring cost
  • Protection of the company’s brand reputation
  • Safer workplace by not hiring employees with a history of violence
  • Discouraging of applicants with something to hide
  • Identification of the criminal activity

Just as a personal reference check provide the opportunity to obtain validating information on whether the applicant will potentially be an excellent addition to the company, employment background checks can reveal more details related to the ability of the employer to trust the individual.

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