An employment background check is not a pass/fail system. Performing a background check is a good way to avoid making a problematic hire. But background check issues shouldn’t make you automatically disqualify good candidates. If you find something problematic, it’s always a good idea to bring it up with your candidates and give them a chance to respond.
- Why should I do background checks?
- Are background checks required by law?
- Do I need to get permission to background check someone?
- What information do I need to know about the applicant to run a background check?
- How often should I do a background screening on my volunteers and employees?
- What happens if I choose to decline an employee or volunteer applicant based on the background screening?
- How often do I have to order reports to keep my Laborchex account active?
- How long does it take to run a background check?
Background checks can reveal red flags. Red flags refer to anything you need to know about a person before you put them on your payroll. Should any sort of litigation ever emerge against your organization, it is very important for you to show your due diligence and consistency in screening candidates, employees, and volunteers.
Many industries, especially those that require the handling of other people’s personal and private information, require background screenings. These include government, healthcare, finance, and education. But even if your organization does not operate in or provide services to these industries, there are a number of compelling reasons to do a background check, especially dealing with children, youth, and at-risk adults.
Yes, you do. If you want to order and review any kind of background check to determine somebody’s eligibility, you must get their permission. LaborChex makes this as painless as possible through automation of their electronic consent.
You need the candidate’s full legal name (first, middle, and last), full date of birth, and Social Security Number. The Social Security Number will be used to verify the identity of the person being checked. A driver’s license number will be used to run a motor vehicle report.
The best option is to run a comprehensive background screening on your employees and volunteers during the pre-employment process and then check again annually. Hiring someone doesn’t mean that he or she won’t commit a crime in the future. Without a scheduled re-check, you have no way of knowing if someone has been convicted unless the information is volunteered.
If you decline an applicant employment based on what was found in the background screening, you must provide the applicant with at least two notifications, commonly known as the pre-adverse and adverse action letter. For more information on the pre-adverse and adverse action letter click here.
There are no monthly minimums, but we do ask all clients to order at least one background check a year in order to keep their account active.
That depends on what type of report is run:
NATIONAL CRIMINAL DATABASE – Instant
FEDERAL CRIMINAL RECORD – 24 Hours
NATIONAL SEX OFFENDER REGISTRY – 24 Hours
COUNTY CRIMINAL RECORD – 1-3 Days
STATE CRIMINAL RECORD – 1-3 Days
COUNTY CIVIL RECORD – 2-5 Days
MOTOR VEHICLE REPORT – Instant for 40 States; 1-10 Days for Other States