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International people search and pre-employment background checks
No matter the size of your operation, hiring and retaining qualified - and honest - employees is critical. A recent study revealed that 36.5% of employment verifications revealed inconsistencies from what the applicant reported and that 14% provided false or inconsistent information about their education. Background checks are very common in our security conscious society. Mistakes still occur, however, and when they do the wronged applicant can end up suing both prospective employer and the agency it hired to conduct the flawed background check.
For some years now, the federal Fair Credit Reporting Act (FRCA) and parallel state laws, have restricted when and how an employer may conduct background checks on applicants and employees and how such information may be used. Generally, restrictions apply when the employer conducts background checks through an outside entity. Restrictions do not generally apply when an employer obtains information directly, such as by calling a school or university to verify that the applicant or employee did in fact attend and graduate. Notice and consent requirements must be followed when an employer decides not to hire an applicant or takes action against an employee based on the results of a local, state, national, or International People Search background check obtained from a third party, such as instant results from national criminal record checks performed on the internet.
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