| A background screening for employment involves | | | | In the process, they can also protect the |
| bringing together and researching criminal records, | | | | company's assets and reputation. |
| commercial records and financial records of an | | | | Background screenings can be very |
| individual. It is often requested by companies on | | | | comprehensive starting from a simple SSN |
| candidates that seek a position in the company | | | | identity check to County criminal or Federal |
| requiring a higher level of trust or security. Some | | | | criminal search. There can be instant background |
| examples of industries that ask for a background | | | | screening based on credit reports, and I-9 |
| check are hospitals, financial institutions and | | | | verification procedures as well as driving records. |
| government. | | | | For someone who may be looking t be employed |
| The hiring of just one bad employee can do | | | | in hospitals or such health care industries, his |
| enormous damage to a company's reputation and | | | | licenses may be checked to ensure that he is in |
| its business. Each year, 25% of businesses fail due | | | | compliance. There are many businesses that offer |
| to theft by employees or dishonesty. Legal action | | | | background screening services for employers. |
| almost always blames the employer for negligent | | | | The way they work is by just taking in |
| hiring. Background screening before employment, | | | | information that the employer gives about the |
| including criminal background checks, are an | | | | applicant. Following this, all credit bureaus and |
| effective risk-mitigation strategy for employers | | | | many online databases like DMV, public records |
| that can eliminate any uncertainty in the process | | | | and criminal records are accessed. Letters and |
| of hiring. Several companies have realized that | | | | emails to previous employers are automatically |
| relying on instinct alone is not enough. However | | | | prepared to be sent to verify employment |
| large is the size of one's business, background | | | | credentials. In this way, they can provide insight |
| screening is crucial as a necessary practice to | | | | into the backgrounds, integrity and financial |
| avoid lawsuits and such other hiring mistakes that | | | | standing of prospective employees. Background |
| can prove to be expensive for the company. | | | | screening for employment in the United States is |
| Applicants who have falsified credentials or criminal | | | | governed by the Fair Credit Reporting Act |
| records almost always avoid applying to | | | | (FCRA). It is also important to note that |
| companies that state that they conduct | | | | background screening may also be used for illegal |
| background screening. This deters anyone who | | | | purposes, such as unlawful discrimination, identity |
| has something to hide. It is believed that 40% of | | | | theft and violation of privacy. All said, background |
| resumes and applications for employment have | | | | screening avoids high turnover rates and |
| lies or omissions about previous employment, | | | | embezzlement in a company while helping an |
| qualifications or education. Background screening | | | | employer separate fact from fiction. It is |
| ensures that there is honesty in the application | | | | becoming increasingly essential to companies with |
| process and inspires applicants to be truthful | | | | failures to carry out such screenings resulting in |
| about any flaws they might have on their record. | | | | serious consequences. |