5 Deadly Mistakes When Undertaking an Employee Background Search

In the majority of companies, hiring people goes well beyond asking for the  usual qualifications. Whether you are hiring the person as a babysitter, contractor, or CEO, it is just as

important to do an employee Background Search.

Only if you conduct a proper employee Background Search can you be definite that people are not misrepresenting themselves.

 Knowing how to do an employee Background Search

is very important nowadays. There are thousands of people who have already been victims of different fraudulent tactics of scheming employees. Thus, it really pays to do an employee Background Search on the people you hire. 

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Before getting an employee Background Search

on a person, you will need to consider certain aspects. Knowing the essential factors to look at will teach you how to do a proper employee Background Search on your applicant. Keep in mind the following serious mistakes you should avoid at any cost:

1. Do not require references. (That is a mistake.) Obtaining a reference from your candidate will help you find a basis for

evaluation during the employee Background Search.

This can also serve as a recommendation from people or organizations you could trust. A personal reference is an individual who knows the applicant very well, while a business reference could address the need for an employee Background Search. If you do not want a relevant employee Background Search, do not require any personal references or business references from your subject.

2. Do not get a waiver. (That is a mistake.) If you want to be protected from any

legal issues during your employee Background Search,

you must ask the applicant to sign a waiver. This can be a piece of paper authorizing you to do all necessary research for the employee Background Search. At the moment you request this from the candidate, you can already form an opinion based on their reaction. If they hesitate to sign the document, you might as well be very cautious.

3. Do not require an application form. (That is a mistake.) One way to get the

information you need for an employee Background Search

is by asking the person to fill in an application form. This must contain all vital information for an employee Background Search: whole name, birth date, permanent address, and social security number. Generally, it is also important to have information on the education level achieved by the candidate, for a more rigorous employee Background Search.

 4. Do not check the accuracy of the information provided. (That is a mistake.) To the extent to which you can 

perform the employee Background Search

on your own, it is important to see if the details provided by the applicant can be confirmed. If you do not want to find out if the people are truly who they represent themselves to be, then skip this step of the employee Background Search.

 5. Do not contact a professional employee Background Search company. (Is often a mistake.)  

Doing an employee Background Search on your own

can eat up quite a lot of your time and still not yield accurate and up to date information. You can improve your chances of getting a complete employee Background Search by using online services such as www.BackgroundSearch.com, a company which specializes in accumulating publicly available background record information from all over the country.

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Employee Background Search
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Memo (for your own reference) 
  I certify that I have a written authorization from the above individual and that I understand my obligations and am in compliance with all applicable laws pertaining to Consumer Reports and/or Consumer Investigative Reports as defined in the Fair Credit Reporting Act as amended.
Nationwide Employment Background Search includes: Social Security Number Trace, 7-Year National Criminal Database Search, Courthouse Verification of Criminal Database Records (up to 3), National Sex Offender Registry Check.
Screen with Confidence:
All Nationwide Employment Background Searches comply with the Fair Credit Reporting Act.
  
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