What Kind of Background Check Do I Need?

The County record is the most accurate criminal record available. State searches are fast but not always as accurate/up to date. Instant searches can be a good way to get wider coverage. They are fast and inexpensive BUT can also be inaccurate and incomplete.

When conducting a criminal background check, you should also decide what type of offenses will disqualify your applicant (example: crimes of violence or drug related offenses) and then consistently use those guidelines.

Access to non-conviction data is restricted by law. Employers are allowed access to convictions, pending offenses and open and active probations – even those that are deferred.

Anyone operating a vehicle for business purposes exposes themselves and their employer to a lawsuit if an accident occurs – regardless of fault. The first question you will be asked is, “Did you check their driving record?”

99% of all state driving records can be delivered in seconds.

If you answered “yes”, you should consider reviewing your applicant’s credit history. A credit report formatted for employment purposes redacts sensitive information and does not include a credit score.

Credit reports are misunderstood and often misused in the hiring process. It is important to speak with the applicant about their credit history and understand what the information means before disqualifying anyone on the basis of their credit history.

If you answer “yes” you should verify any and all degrees or certifications claimed by the Applicant.

Educational institutions typically verify attendance, degrees earned, etc. within a few business days.

Some schools charge a fee for the data; others use a third party to verify the information on their behalf.

If you answer “yes”, you should verify all previous employment for the past seven years. While you won’t always get the information you are seeking, you will demonstrate due diligence which will mitigate any wrongful hiring issues.

The FCRA prohibits reporting information older than seven years.

Some companies outsource this process to a third party who will charge a fee for access to the data. Make sure you understand the process your provider will use when verifying previous employment.

Your applicant may fall under DOT regulations which may require special drug testing and employment verification protocols.

Pre-employment drug testing should be done “post offer”. Contact LS Screening for more information.

A good skills and work style assessment can be a great indicator of an applicant’s ability to succeed at a job and/or fit into your company’s culture.