Login
sales@employerschoicescreening.com800.424.7011

Get a Quote

Employers Choice ScreeningEmployers Choice Screening
Employers Choice Screening
Employment Background Checks & Background Screening
  • About
    • Contact Us
    • FAQ
    • Certifications and Registrations
    • Testimonials
    • Giving Back
    • Our Process
      • Compliance
      • Customer Service
      • Speed & Efficiency
      • Technology
    • Division
    • Partners
      • Association Partners
      • Industry Partners
      • Strategic Partners
    • Privacy and Security
      • Privacy Statement
      • Disclaimer
      • Disaster Recovery Plan
    • ISO 9001:2015 Certified
    • Accessibility Statement
  • Background Screening
    • Screening Software
      • Applicant Tracking System
      • Online Background Screening Software
    • Employment Screening
      • Credit History Record Search
      • On-site Civil History Record Search Search
      • On-site Criminal History Record Search
      • Driving History Record Search
      • Credential and Education Verification
      • Pre-Employment Physical Examination
      • Employment History Verification
      • Federal Civil History Record Search
      • Federal Criminal History Record Search
      • Military Verification
      • Reference Verification
      • Sex Offender Registry Search
      • Social Security Number Trace
      • Social Security Number Verification
      • Workers’ Compensation Search
    • Request for Information (RFP/RFQ/RFI)
    • Health Screening
    • Pre-Employment Drug Screening
      • Hair Follicle Drug Testing
    • Form I-9 Verification
      • Form I-9 E-Verify
    • Pre-Employment Assessment Testing
    • Vendor Checklist
    • Tenant Screening
      • Civil On-site History Record Search
      • Credit History Record Search
      • On-site Criminal History Record Search
      • Driving History Record Search
      • Employment History Verification
      • Sex Offender Registry Search
      • Social Security Number Trace
    • Nanny Screening
    • Quote Request
  • Industries
    • Education
    • Financial Services
    • Healthcare
    • Nonprofit
    • Real Estate & Field Services
    • Retail
    • Staffing
    • Technology
    • Transportation
    • Utilities
    • Volunteer
  • Resources
    • Blog
    • Legal Alerts
    • Tip of the Month
    • Newsletter
      • Newsletter Archive
    • Press Releases
    • Articles
    • Resources
      • Free Downloads
      • Videos
      • Webinars
  • COVID-19 TESTING
  • Get Quote
Menu back  

Employment Background Checks Can Benefit Both Employers and Applicants Alike

February 18, 2014Background Screening, Employment Resources, Human ResourcesBy George Ramos

Human-Resource-ProfessionalMore and more employers are using employment background checks to screen applicants in order to minimize potential legal and financial exposures. Rising concerns of workplace violence, negligent-hiring and wrongful termination lawsuits, and other problems are forcing many employers to make well informed hiring decisions.

There are advantages for the employer including saving time and money, they would have spent in recruiting, hiring and training the “Wrong” candidate. They can also eliminate potential difficulties and conflicts in the workplace.

Advantages for employees who work for a company that requires employment backgrounds include the fact that employers typically screen for criminal records, including those related to violent crimes and dishonesty. Also, in knowing that an effort has been made to verify that co-workers have the qualifications and credentials they say they do.

Employment backgrounds are not law enforcement or government type investigations. In general, background screening companies look for “red flags” indicating potential problems on resumes and applications such as false or omitted information. And although employment backgrounds can cause an uneasy feeling for applicants, and make them feel like they are being put under the microscope, the truth is that employment backgrounds on applicants can benefit both employers and employees. Beside, today applicants have a great deal of legal protection especially with the recent changes in the Federal Fair Credit Reporting Act (FCRA).

New legal rights have been afforded to applicants recently to ensure the accuracy and fairness of the process. Effective September 30, 2004 Congress amended the FCRA to allow consumers to know exactly what is going on and to assert their rights in case of errors. An applicant’s rights are listed in detail on the Federal Trade Commission Web site at www.ftc.gov.

Under the FCRA, when an employer uses an employment background screening firm to procure a report they must take several steps:

  • The employer must clearly disclose to the applicant on a separate document, (Disclosure and Authorization Form), that a report will be prepared and what agency will be preparing it. This disclosure can not be buried in an applications “fine print”.
  • If an employer intends to deny employment based in whole or in part upon information in the report, the job applicant must receive a copy of the report and a notice of legal rights. (Adverse Action Notice)
  • If an applicant believes the information reported is in accurate, the applicant can inform the screening agency, which must remove or correct inaccurate or unverified information, usually within 30 days.
  • Applicants have the right to inspect their files.

The law is designed to strike a balance between an employer’s need to exercise due diligence in hiring and an applicant’s right of accuracy and privacy. For applicants who are genuinely the victims of mistaken identity or bureaucratic errors, there is an opportunity to know what is being said about them and to fix the record so they are not unfairly denied opportunities in the future.

For an applicant, honesty is always the best policy. Although, negative information honestly disclosed in an interview with an explanation may have no effect. If the employer discovers negative information through a third party, then the lack of honesty may be the reason for not getting the job.

Even criminal convictions cannot legally automatically disqualify a applicant from employment, without considering the nature of the offense, when it occurred, what the applicant has done since and whether it is related to job performance.

Print Friendly, PDF & Email

 

Employment Background ChecksFair Credit Reporting ActFCRANegligent Hiringworkplace violence
About the author

George Ramos

Related posts
The Case Against Social Media Searches in a Socially Distanced World
August 18, 2020
Should We Re-Screen Furloughed Employees?
August 18, 2020
Virginia joins ranks of CROWN Act participants
August 18, 2020
Florida Governor Signs Mandatory E-Verify Law
August 18, 2020
Employee Background Check Companies for Employers
July 1, 2020
Coronavirus Temperature & Antibodies Testing
April 21, 2020
Research Your New Hires!







    Name:

    Email:

    Phone:

    Search
    Facts
    Workplace Violence
    One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.

    Education Falsification
    National Credit Verification Service reports that 25% of the MBA degrees it verifies on resumes are false.

    Statistics
    72% of shrinkage is due to employee theft.
    34% of all job applications contain lies.
    30% of small business failure is caused by employee theft.
    • “Your costs for background checks are indeed quite modest in comparison to the salary costs and potential risks. I am also quite impressed with the information you have provided regarding compliance.”

      Direct Image Sensors Company
      VP Engineer & GM
    • “Thank you so much for sending the complete file as quickly as you did. Thank you once again for all of the hard work you put into pulling this report for me; it is greatly appreciated.”

      With Kind Regards,

      Staffing Company
      Manager
    • “Thanks, good job.”

      Distribution Company
      General Manager
    • “Thanks. Great turnaround!”

      Computer Resource Company
      Human Resources Manager
    • “In any event excellent service like always.”

      Regards,

      Manufacturing Company
      Human Resources Manager
    • “Thanks for the prompt result!”

      Real Estate Company
      Accountant
    Get Help Now
    Receive immediate assistance with your background checks

      Name:

      Email:

      Message:

      International Background Searches

      Did you know that we perform background searches in over 200 countries?

      Read more
      Newsletter Sign Up
      Employers Choice Screening
      ©2019 Employers Choice Online Inc. Background Screening, All Rights Reserved
      Privacy Statement | Disclaimer | FACT Act Notice
      Information
      • FAQ
      • Background Screening Links
      • Applicant Dispute
      • Green Policy
      • Contact Us
      Screening Resources
      • Videos
      • Affiliate Program
      • Live Webinars
      • Online Resource Center
      • Divisions
      Read More
      • Newsletter
      • Background Screening Blog
      • Our Process
      • Certifications and Registrations
      • Associations
      footer-logo-1footer-logo-2 footer-logo-3


      Connect With Employers Choice Screening

      This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish.Accept Reject Read More
      Privacy & Cookies Policy

      necessary Always Enabled

      non-necessary