21⟩ What does a typical background check consist of?
The typical Employment Background check consists of a Social Security Number Scan, County Criminal Record Checks, Employment Verifications, and Education Verifications.
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22⟩ Can I use social media when conducting a background check?
A Matter of Fact does not conduct social media searches as part of our background checks and we recommend employers use extreme care before they use information from social media sites when making hiring decisions.
23⟩ What can be included in a background check?
The basic searches ordered as part of most background checks are County Criminal Record Checks, Employment Verification's, and Education Verification's. Social Security Number Scans are also essential because they allow researchers to identify jurisdictions the applicant purposefully or inadvertently neglected to disclose.
24⟩ Why do background checks?
Backgrounding employees has become a matter of necessity for many reasons. Many applicants make false claims on their job applications/resumes or have been involved in criminal activity which they do not disclose.
25⟩ How common are pre-employment background checks?
The convergence of the post-9/11 security concerns and the online data revolution expanded access to reliable background checks beyond large corporations. Today, nearly 80% of all employers, big and small, perform some form of pre-employment background check on job applicants.
Pre-employment background checks must be conducted carefully and in compliance with privacy laws and regulations. This information, such as bankruptcies, workers' compensation claims and some criminal records data, are a matter of public record, while things like a credit history check require an applicant's written consent, per the Fair Credit Reporting Act.
26⟩ Would you rehire this candidate?
This final question is a defining one. Based upon the response and your evaluation of the other information provided by the reference, this will help you answer your most critical question.
27⟩ What was the candidate's reason for leaving the position?
This question should verify the reasons that the candidate provided for leaving his or her past job during the interview. The reason a candidate leaves a position can also help you in determining whether your position will give the candidate what he or she is looking for in a new position.
28⟩ Was the candidate on-time and dependable?
What you are attempting to determine by asking this question is whether this candidate assumed responsibility to show up for work and on time.
29⟩ What are the candidate's three strongest qualities?
You may have received various direct and indirect responses to this question but by asking it at the end of the conversation, you provide the reference with an opportunity to highlight the characteristics that stand out in terms of the candidate's past performance.
30⟩ What areas of development were communicated to the candidate and how did he or she respond?
This question is a good way to get information regarding performance weaknesses that may not have otherwise been volunteered by the reference. Listen carefully as the reference describes how the candidate responded to performance improvement needs and direction.
31⟩ What was the candidate's attendance record?
What is appropriate attendance at one company may be cause for dismissal at another. Be sensitive to extenuating circumstances that may have contributed to poor work attendance, such as illness or family problems.
32⟩ What is the average cost to conduct background checks?
Aside from the internal time a company may spend, background checks ordered from providers range from a few dollars to find addresses to hundreds of dollars for more extensive investigation. Our experience is that on average, the typical packages ordered range from about $30 for basic criminal searches to $100 for packages that include more extensive criminal searches (e.g., Federal Criminal and Terrorist Watch List) as well as employment verifications and motor vehicle records searches.
33⟩ Are there any standards for deciding which checks are appropriate for certain positions, especially credit checks?
Because state laws and industry regulations vary, this is a question best left to your legal counsel. That said, motor vehicle record checks may be appropriate and advisable for applicants whose job description will include operating machinery or motor vehicles. Employment check credit reports (which do not provide credit scores) may be appropriate for certain positions, such as those with senior financial responsibility. Some employers will conduct drug tests, or international criminal searches if they are operating internationally. Each of these specialty searches raises various legal and regulatory issues, so we advise that you consult experienced employment counsel when building a screening program and related screening packages.
34⟩ What are the most common criminal background checks ordered by the Fortune 500?
The types of criminal records searches performed within a background check can vary significantly from employer to employer, even for Fortune 500 companies. In our experience, we generally have found that Fortune 500 companies choose at minimum a screening package that searches county criminal courthouses, in the jurisdictions where a person has lived for the past 7 years, to find Felony and Misdemeanor records dating back up to 7 years.
35⟩ What is adverse selection?
As more companies utilize more thorough background checks to evaluate job applicants, the companies that do not conduct background checks are becoming more likely to attract higher percentages of people with adverse records. "Adverse selection" in the hiring context refers to this phenomenon of companies (which do not background screen) attracting an applicant pool that generally has a higher percentage of criminal records or other potentially problematic issues in their background.
36⟩ Why is a Social Security Number (SSN) trace so important?
While a Social Security Number isn't required to do most criminal record checks, Complete Criminal Record Locator uses a SSN verification and a SSN trace to automatically find and search up to 20% more criminal records than any other background screening company. The SSN is also used to verify the applicant's identity or to spot inaccuracies that may indicate fraud or identity theft.
37⟩ How common is background checking for employment purposes?
Surveys suggest that over 80% of companies conduct some type of background search, often including one or more of the following: criminal records checking, reference checking and past employment verification.
38⟩ How can I really verify an applicant's work and education history?
Including previous job titles and job descriptions, as well as start and end dates. Our highly trained team of verification experts contacts former employers to manually verify information and the accuracy of a candidate's application.In-depth education history verification and professional licensure and certification checks to ensure all details on a candidate's resume are true and complete.
39⟩ What does a typical background check reveal?
Ideally, the background check can help reveal whether or not a person told the truth (i) to questions on an employment application, including whether they have a criminal record, and (ii) in what they stated on their resume. Depending on the employer's preferences and objectives, the background check can be as basic as checking county criminal records, or as comprehensive as also checking Federal criminal records and motor vehicle records, verifying past employment and education, conducting reference checks, and drug testing. In our experience, and on average, approximately 10% of the time a Felony or Misdemeanor criminal record will be reported on an applicant's background check report. (In some cases the employer may determine the record(s) warrant denying the applicant employment, while in other cases the employer may, e.g., determine the record(s) not to be sufficiently relevant to the position and thus not in themselves a basis for denying the applicant employment.) With respect to non-criminal searches, the background check may, e.g., reveal discrepancies between actual and reported dates of employment, job titles, and educational degrees.
40⟩ What background checks give the best results?
This depends on a variety of factors, not the least of which includes the goals and budget of the employer (e.g., search speed vs. breadth/depth, budget, etc.). Criminal record searches generally are at the foundation of an employment background check - due in substantial part to protect its workforce and prevent against negligent hire claims. Searching the county courthouses in the areas where the person has lived is an industry best practice. In addition, various database searches can be conducted to identify additional jurisdictions in which it may be advisable to search the applicable courthouse, and Federal level criminal record searches also can be performed. Beyond criminal records searches, additional screening options may include Motor Vehicle Records, Employment and Education Verification and drug testing.
