Employee Reference Check

A Background Check verifies a job candidate's resume and job application. Independent sources such as criminal and civil court records, prior employers, educational institutions, and departments of motor vehicles are researched.

► How did (candidate) get along with co-workers and management?

► If (candidate) supervised/managed any employees, how would you describe her/his supervisory/management skills?

► Describe (candidate's) ability to handle pressure? Can you give me an example?

► Ability to organize, prioritize and manage time?

► Ability to handle conflict?

► Ability to work as a team member?

► How would you rate (candidate's) communication skills?

► How has (candidate) displayed initiative?

► Please describe (candidate's) work ethic.

► Please rate (candidate's) problem-solving skills?

Gaps can be good or bad, depending upon what occurred during them. However, identifying that there are gaps is a starting point for further discussion.

Criminal history files are searched for possible criminal records for an applicant. These criminal record searches are the core of any employment background check. Criminal record checks are the most common of all searches requested from A Matter of Fact.

The basis of any SterlingBackcheck screening is county criminal records. We highly recommend combining this service with a SSN trace to get the most comprehensive and complete results via our Complete Criminal Record Locator.

The Fair and Accurate Credit Transactions (FACT) Act was enacted in 2003 and amends the Fair Credit Reporting Act. The FACT Act entitles consumers to obtain one free copy of their consumer files from certain consumer reporting agencies during each 12-month period.

The registrar at the school or institution in question can be contacted directly and will give instructions as to the steps required. Most schools require that you fax the signed consent form from your applicant. Schools vary in their response time, and may take anywhere from hours to weeks to respond. Some background screening providers [such as HireRight] offer services to do this work for you.

A growing number of employers speak directly to their applicant and require that past W-2s and/or 1099 Forms be shown before an offer or after a contingent offer is made. Aside from providing the employer with information helpful to making a competitive offer, this enables the employer to validate the accuracy of any salary information previously provided by the applicant.