5 Most Important Aspects of Pre Employment Background Search

 No matter what is the size of your business,

a pre employment Background Search is a necessary hiring procedure

if you want to avoid costly hiring mistakes and lawsuits. Remember those days when a simple reference check and some phone calls were enough to screen new employees? Well, those days are over, and we are in the era of pre employment Background Search practices. Because of security concerns, workplace violence and corporate scandals, the pre employment Background Search is gaining more and more ground.


a pre employment Background Search is a process

which tries to determine identity and background when hiring a new employee. In fact, the pre employment Background Search is a very popular method of pre-employment screening, more popular than psychometric testing and drug testing. Surveys show that about 96% of Human Resources representatives report that their companies use the pre employment Background Search of new hires, up by 50% in comparison with 1996.

Information continued below Easy Search Form
Background Search & People Search
First Name
Last Name
City / State

Before you enroll on undertaking a

pre employment Background Search, here are the legal aspects to consider.

 1. The Fair Credit Reporting Act (FCRA). Under the provisions of the FCRA, your company is required to obtain from the applicants a

disclosure form granting authorization to conduct a pre employment Background Search

on them. The provisions do not cover only credit reports, but all consumer reports relevant to a pre employment Background Search. However, laws vary from state to state in what data can be used during the pre employment Background Search.

 2. The Driver’s Privacy Protection Act. Usually,

a pre employment Background Search also includes a DMV record check.

However, under the Driver’s Privacy Protection Act (DPPA), the personal information of an individual cannot be released if the person requesting it does not have a permissible use.

 3. The American with Disabilities Act (ADA). Under ADA, employers are

prohibited to use medical or disability data in their pre employment Background Search

. Simply put, you cannot inquire during the interview, hiring or pre employment Background Search process about a person’s disabilities.

 4. Other legal provisions. Different states have different legal frameworks, such as the Investigative Consumer Reporting Agencies Act which exists in California.  Make sure you check any regulations which may

apply to your pre employment Background Search in your state,

before going a little too deep into the background of a new hire. Consult your legal counsel and your local regulators to avoid stepping on a potential legal landmine during the pre employment Background Search.

5. Consider outsourcing the pre employment Background Search

of your applicants. One solution for small businesses conducting a pre employment Background Search for each new hire is to employ the services of a professional Background Search agency. Using existing databases will save a lot time, not to mention that you will not have to go through the legal hassle of the pre employment Background Search process. One example of such a service is www.BackgroundSearch.com, a Background Search company specialized in accumulating publicly available information from all over the United States.

  Easy Search Steps:

  1.  Enter name in search form
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Employee Background Search
Enter candidate's information.    * indicates required information
   * First Name
* Middle Name
* Last Name
No Middle Name
* Address
* Social Security Number
* Zip Code
* Date of Birth  
Phone Number
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.