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BACKGROUND CHECKS
Recruiting & Staffing
BACKGROUND CHECKS
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hi again...
i just want to know your opinion about "background checks"of individuals that we hire in a company!!
is it right??
or is a violation of privacy??
please get back with suggestions on
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Forums » Topic Forums » Recruiting & Staffing » BACKGROUND CHECKS
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BACKGROUND CHECKS
posted at 4/20/2003 10:16 PM EDT
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Posts: 4
First: 4/20/2003 Last: 4/20/2003 |
hi again...
i just want to know your opinion about "background checks"of individuals that we hire in a company!! is it right?? or is a violation of privacy?? please get back with suggestions on how to go about a 'non-invasive'background check!!! adios' |
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BACKGROUND CHECKS
posted at 4/21/2003 3:06 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
It's not a violation of privacy provided that the checks are job related or the information is a matter of public record already. For example, researching a person's driving history and conviction record is a matter of public record. A verification of education or credentials is certainly job related.
It's an easy matter for an employer to check education - all you need is the name of the university, an SSN and in some cases date of graduation. An outside background check firm would be a good idea to do criminal and driving history checks since they're much more efficient at doing it than the average employer. |
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BACKGROUND CHECKS
posted at 5/6/2003 5:34 AM EDT
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Posts: 1
First: 5/6/2003 Last: 5/6/2003 |
If you are looking for a good company for out of state CORI checks, we are very happy with the services of American DataBank. I request searches online at www.americandatabank.com and get responses with a day for most states. Easy to do business with and cost is reasonable too. |
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BACKGROUND CHECKS
posted at 7/21/2003 6:20 AM EDT
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Posts: 91
First: 5/20/2003 Last: 11/13/2006 |
We currently use ADP's SecureHire Program and have been very pleased with their rate and turnover time. ChoicePoint was very high priced but then again - no one ever tried to negotiate the contract.....
The main thing is to remember to receive the applicants authorization BEFORE running the background check so you don't run into issues with the Fair Credit Report Act. |
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BACKGROUND CHECKS
posted at 7/26/2006 6:02 PM EDT
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Posts: 1
First: 7/26/2006 Last: 7/26/2006 |
We work with Advanced Research and they truly provide excellent service with a very user friendly online system at http://www.arsbackgrounds.com
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BACKGROUND CHECKS
posted at 10/3/2006 7:10 AM EDT
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Posts: 7
First: 10/3/2006 Last: 8/2/2011 |
We use Associated Services Employment Check www.assocserve.com
They're based in Houston, TX but have nationwide coverage. Background reports from third parties fall under the Fair Credit Reporting Act as consumer reports. You should have a special signed release from your applicant (which your background screening company will have). |
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BACKGROUND CHECKS
posted at 10/13/2007 8:24 AM EDT
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Posts: 2
First: 10/13/2007 Last: 10/13/2007 |
If you purchase a pre-employment background check from a 3rd party, then you need to follow Federal law, or you could be hit with law suits and fines.
In the US, there is such a thing as the Fair Credit Reporting Act (FRCA)which is responsible for regulating background checks, including pre employment background checks. This is in recognition of the fact that the information obtained from the pre employment background check performed by a third party, such as a company that specializes in background checks, tends to be of a sensitive nature. The FRCA is the most notable among the laws that control the spread and lawful utilization of such information. Also, the FRCA puts constraints on pre employment background check and mitigates the affects unfavorable assessments, providing notice to the consumer or the person who underwent the pre employment background check, and controls the dissemination of such information. Furthermore, should the pre employment background check be used as a major reason behind an unfavorable hiring result, the consumer should be furnished with a document disclosing adverse action before it is to be taken into effect, a letter notifying him of the adverse action, as well as a copy of his rights as summarized by the FRCA. Notably, job applicants are given the right to know the source of the negative information and what the information revealed about the job applicant. Reference:http://backgroundsearch.com/backgroundcheck/backgroundcheck/pre-employment-background-check.html |
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BACKGROUND CHECKS
posted at 8/13/2009 5:19 AM EDT
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Posts: 2
First: 6/25/2009 Last: 8/13/2009 |
This is not a violation of their privacy. They need to be aware that you are doing a criminal background check, etc. We have our applicants that are offered employment sign a form acknowledging that we are doing the criminal and sex offender checks. You are actually protecting your company as well by showing due diligence in checking their background. If you don't check this and something happens and it could have been prevented if you had done the check & known that this problem existed in the past, you can be held liable for any on-site job occurrences (example, violence and they have been arrested/convicted of assault, etc.). We also use ChoicePoint. We get the National Criminal Plus and the sex offender check. It has been very helpful in some circumstances. |
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