7 Tips for an Employee Background Search


Though conducting employee Background Search is logically one of the things an employer would like to do, the Fair Credit Reporting Act (FCRA) imposes several restrictions on the process. Here are some tips designed to aid employers on how to go about doing employee Background Search and not incur legal obligations.

First, determine whether the situation really calls for an employee Background Search.

For companies and institutions dealing with children, the elderly, and health services, employee Background Search is mandatory. The trucking industry is also required to conduct employee Background Search. When you are hiring people to handle finances, employee Background Search is also conducted.

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Second, select the right vendor offering to do employee Background Search.

Though there are some employers opting to do the employee Background Search on their own, there is no doubt that professional background search providers can still do a better job. This is because professional employee Background Search providers have a network of on-site researchers performing the task at county levels. Besides, selecting the right service provider assures you that the employee Background Search is done within the scope of the FCRA.

Third, determine what type of information you wish to be included in employee Background Search.

Among the common information found in employee Background Search are reports on the person’s criminal records, driving history, past employment, educational achievement, professional licenses and civil records. Depending upon the employer’s discretion, details contained in employee Background Search may vary considerably. Some may even be satisfied with just reference check on past employers and associates, some may require comprehensive employee Background Search.

Fourth, FCRA rules mandates the solicitation of consent

from the person you wish to do employee Background Search on.The person must also be notified on any interviews done on his or her behalf, on whatever is included in employee Background Search.

Fifth,  determine how the information will affect the recruitment process,

whenever something does turn up in employee Background Search. FCRA was designed to protect the employees from unlawful discrimination so the details obtained through employee Background Search typically cannot be used as sole basis for denial of employment. Individuals also have the right to refute or disprove any adverse information contained in employee background search. Under the law, the employer is required to notify the person concerned not only on the details of the report but also of the name of agency or company doing the employee background search. This rule applies even if the employee background search reveals a past criminal conviction.

Sixth, make sure that the information collected through employee background search is accurate and up-to-date.

Details gleaned from statewide records have the potential of not containing the latest information. This is because state agencies rely on the reports made by several counties and some latest criminal records may take time to be included. This is one of the wisdom of hiring a professional employee background search provider, which ensures the completeness of report submitted.

Seventh, comply with the Fair Credit Reporting Act.

Keep in mind that employers not complying with the FCRA in conducting employee Background Search may face legal charges from the individual concerned, from the FTC, or the state attorney general.

 

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