A quick web search can reveal some significant cases of employment fraud , demonstrating the need for background checks. The most common types of background checks search for criminal activity, verify employment and education, including identity verification, and request driving records. Some employers also review credit, and social media, and conducted drug tests. What kind of screening will you get? It depends on the employer and the job position — if you work in finance, your credit may be checked.
If you are a driver, your driving records will probably be screened. Employment Verification With your consent, your future employer can request that we contact your past employers to verify that you were employed there. The CRA will contact your former employers to verify dates and positions held. References may also be contacted. Sometimes the CRA cannot reach your former employer, or they are no longer in business, and this will help. The FCRA and some states restrict the reporting of convictions that occurred more than seven years ago unless certain exceptions are met.
Identity An identity search verifies that you have a validly issued ID and that your name is assigned to that ID number. The search is performed through various sources, depending on the country where your ID was issued. Motor Vehicle Record If your role involves driving, your future employer will likely check your motor vehicle record MVR. An MVR is often necessary for them to provide you with a work vehicle.
Drug Testing If your employer requires a drug test, you will be asked to go to a collection site and provide a sample which is typically urine, saliva, or hair. The types of tests performed, such as what drugs are in scope for the test, are determined by your future employer.
Process Transparency Both you and your candidates receive timely status updates, along with full copies of background check results. Compliance Assistance Our FCRA experts monitor hiring laws and keep you up-to-date, and built-in workflows help you comply.
GoodHire is easily configurable to fit the way your company recruits. Add background checks to your workflow with pre-built integrations to leading ATS platforms. Choose from pre-built packages to save time, or design custom packages to fit specific needs. The convenience of having all our different pre-employment services in one place just makes things so much easier. It cuts down quite a bit of time for our Human Resources Managers. Select from our pre-bundled packages, or customize your own.
Options include national, state, county and federal criminal database searches. MVR records show license validity and any driving-related violations. Verify information provided is true and work experience is sufficient. Screen candidates who currently live abroad or who have previous experience outside of the US.
Employers conduct background checks to make informed decisions about candidates and increase their odds of hiring a qualified employee. Background checks can help verify or offer additional information about employees related to their previous jobs, education, driving history, drug use, criminal history and more.
Various industries also have specific requirements for background checks that employers must comply with, in addition to federal and state laws.
By conducting background checks, employers minimize risks that could lead to liability claims based on the actions of employees who were not properly vetted when hired. GoodHire offers more than pre-employment screening and background checks, making it your one-stop resource for all of your background check needs. Some of the broad categories of background checks offered include: employment verification, education verification, identity verification, professional reference checks, driving record checks, criminal records, credit checks, drug screening, civil court checks, healthcare sanctions checks and international background checks.
With so many types of background checks to choose from, we understand that it may feel overwhelming. We offer maximum flexibility and an opportunity to customize packages to meet your specific background check needs.
Then searches are conducted using a variety of public databases and court records depending on the type of information sought. In addition to database checks, some searches will require specialists to manually contact employers and other organizations, such as educational institutions.
It uses a user-friendly digital and mobile-optimized process that includes candidate consent, ongoing updates and easy access to information for both employers and candidates. With GoodHire, both employers HR teams, hiring managers, recruiters and candidates receive status updates and full copies of results. A user-friendly dashboard makes it easy to review and understand results so employers and hiring managers can make informed decisions.
Candidates also have the ability to dispute any inaccurate information and to append additional information to the results to provide context or explanation. Because of the wide range of different types of background checks, the amount of time required varies , but is generally anywhere from a few minutes to as many as five days. When information can be attained digitally, the process can be very short. But, if manual searches are required, or if other organizations need to be consulted, the process can take longer.
The FCRA requires employers to receive permission from candidates to conduct a background check, in writing. The FCRA also has requirements related to adverse action rules employers must follow if the background check reveals information that may negatively impact the hiring decision. EEOC guidance seeks to prevent employers from conducting background checks in a manner that could deny equal opportunity to job applicants in accordance with Title VII of the Civil Rights Act, based on protected categories such as age, race, color, national origin, sex including sexual orientation and gender identity, as the Supreme Court recently ruled , religion, and disability.
Ban-the-box laws emerged in Hawaii was the first state to pass a law prohibiting the practice of employers asking job applicants about their criminal histories until after a conditional offer is made.
Since then, a number of other states have followed, with a focus on removing barriers that make it difficult for people with criminal records to get jobs. GoodHire eases the burden of compliance by automating many compliance workflows, saving you time and giving you confidence that nothing will be missed. Background check service accreditation means an organization has met strict guidelines and professional standards for compliance and interactions with employers, candidates and others.
To be accredited by PBSA, GoodHire must meet rigorous accreditation standards, comply with current regulations and laws about background checks, and submit to regular auditing of our practices and procedures. Yes, GoodHire background checks can be used for international employees, as long as they currently reside in one of these countries. It is now common for a job applicant to have been raised and educated in and to have worked in several different countries.
Employers recognize that candidate screening at all levels is more complex and vital to organizational well-being. Multinational employers must be careful to obey local laws concerning background checks. Background Check: Minor Parental Consent. Background Check: Credit Check Policy. You may be trying to access this site from a secured browser on the server.
Please enable scripts and reload this page. Reuse Permissions. Page Content. Overview Background investigations and reference checks are employers' principal means of securing information about potential hires from sources other than the applicants themselves. Reasons to Conduct There are many reasons employers conduct appropriate levels of screening for prospective employees through a background investigation, a reference check or both. This includes harm to: Other employees by sexual harassment or workplace violence.
The organization's customers by, for example, sexual assault on business premises. The public by negligent driving. The employer's business through financial loss or image and reputational issues.
Maximize productivity Hire the best and reject the rest, the saying goes. Data Verification Verifying the information provided by the applicant regarding his or her education and credentials, employer history, tenure, and other data will not only confirm required qualifications but can provide some insight into the applicant's reliability and motivation. Legal Challenges in Conducting Background Investigations Human resource professionals must deal with a variety of legal challenges when conducting background investigations.
Federal law Several federal laws explicitly or implicitly apply to the practice of background investigations. Background Investigations. You have successfully saved this page as a bookmark. OK My Bookmarks. Please confirm that you want to proceed with deleting bookmark. Delete Cancel. You have successfully removed bookmark. Delete canceled. Please log in as a SHRM member before saving bookmarks. OK Proceed. Your session has expired. Please log in as a SHRM member.
Cancel Sign In. Please purchase a SHRM membership before saving bookmarks. They only need to notify you if they use a third-party employment screening company. This includes a copy of the consumer report and an explanation of your rights.
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. An employer might check on information such as 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. 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.
Laws also vary from state to state regarding some background checks. For example, some states don't allow questions about arrests or convictions beyond a certain point in the past.
Others only allow consideration of criminal history for certain positions. In many states, medical records are also confidential.
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