| Pre-employment screening provides easy access | | | | a third party to do the job, you can undertake |
| to information that helps employers to make | | | | the work yourself. This has become very easy |
| well-informed hiring decisions. It has become an | | | | because lot of data is available online these days. |
| essential practice to avoid making hiring mistakes | | | | With the right connections, authorizations, and |
| and also to avoid legal complications that may | | | | payment of a small fee, you may be able to |
| arise in future. | | | | conduct your own background checks and obtain |
| Employers opt for pre-employment screening of | | | | the required data. |
| prospective employees and they are always | | | | The recruiting staff in the human resource |
| looking for free reports of pre-employment | | | | department can conduct background research |
| screening. A quick search on the Internet may | | | | themselves. The easiest way to do this is to ask |
| provide some names of companies catering to | | | | the candidate to provide some basic information |
| such a service. In reality, there is no | | | | about himself. The candidates may be asked to |
| pre-employment screening data that is freely | | | | provide driving records. Driving records can also |
| available. The data that is ostensibly free, is usually | | | | be obtained from the DMV, so long as you have |
| some details which are public records available to | | | | the authorization from the applicant. Educational |
| anyone who is interested. The companies | | | | records are also freely available, provided you |
| providing free pre-employment screening | | | | have the authorization of the candidate. |
| information will usually give small amounts of | | | | Information on criminal record, arrests, civil suits |
| information and ask for a fee to be able to view | | | | and judgments is public domain. This information is |
| the rest of the data. | | | | freely available with a few exceptions and can be |
| Although the company claims to provide free | | | | obtained by the recruiting staff very easily. |
| pre-employment screening reports, these may | | | | Another source of free pre-employment |
| not be detailed and customized to your | | | | information could be the candidate's previous |
| specifications. Most often they are general reports | | | | employer. Previous employers are in a position to |
| which are available easily online. The best option | | | | give character references and other such |
| would be to engage a firm that specializes in | | | | information pertaining to the candidate. Another |
| conducting employment background checks, and it | | | | unconventional method of obtaining information by |
| will provide you the necessary reports as per | | | | interviewing the candidate's neighbors and any |
| your specifications. If you do not wish to involve | | | | other references he may have provided. |