Contracting the best employee is basic to the achievement of both small and large organizations. While a spectacular resume and a great interview are key influences in the hiring decision, a thorough background screening is also an important task of the hiring process. Employers are fundamentally considering a stranger to come into their business and then giving instant access to information systems, data, money, and customers. To limit your risk, ensure that you choose the right background check into your hiring process.
When choosing the best background check service, consider the following:
- Make sure that the background check service is accredited by the Professional Background Screening Association (PBSA). This accreditation program reviews the policies and procedures of background check service providers in the areas of consumer protection, verification standards, legal compliance and other industry norms and practices.
- The service acts should be in accordance with the Fair Credit Reporting Act (FCRA), which governs the background check process. This incorporates obtaining the job applicant’s permission to conduct the background check and allowing them to review the results.
- Does the vendor provide full background screening services that will meet the diverse need of your business hiring needs and include the following:
- Criminal Background Check
- Drug Testing
- Credit Report
- Electronic 1-9 & E-Verify
- Driving Records
- International Education and Employment
- SSN Trace and Validation
- Identity Checks
- Resume Validation
- Education Verification
- Employment Verification
- Social Media Search
- Tenant Screening
- National Sex Offender Registry
- International Professional License Verification
- Global Terror Report
- Does the vendor service has the capability to collect information directly from courthouses in jurisdictions appropriate to meet the requirements?
- Can the vendor services meet your required turnaround time for each type of background check you are looking for? What is their average turnaround time?
- When providing educational background verification, does the vendor service verify the legitimacy of the institution as a degree-granting entity, that an institution is accredited by a legitimate accreditation organization and for foreign institutions to provide equivalency information to U.S. academic institutions?
- Verify that the vendor is certified in states that require background checking firms to be certified or require a private investigator’s license.
- Does the vendor maintain records regarding how often their databases are updated and make this information available for the users upon request?
- Request the provider to describe how their company responds to candidate dispute and their escalation problem. Also, request what percentages of job applicants they screen file a formal dispute claim.
- Request the provider about the steps that they take to ensure the accuracy of the retrieved information they report.
Legal Compliance is the Top Criterion
- Require the vendor to certify their compliance regulation with all the applicable federal, state, and local discrimination, consumer reporting, privacy protection, data destruction, and other governing laws.
- Verify that the vendor has written procedures in place to ensure that all information sent to the client will comply with the law, for instance, arrest records, sealed or expunged records, etc. Moreover, does the vendor provide all necessary FCRA forms, procedures, and training in how to appropriately use, as required?
- Does the vendor have a predefined process in place to monitor and ensure that all data furnishes as defined by FCRA, that supply them information about individuals have instituted reasonable policies and procedures that ensure the accuracy and integrity of furnished information and allow individuals to formally dispute the accuracy of certain information that has been provided about them?
- Does the vendor certify that their employees and sub-contractors who have access to personally identifiable information, sign confidentiality and non-disclosure agreement that meet your company’s requirements? This should include language that addresses new hires and employees leaving the organization.
- Does the vendor have a written policy and procedure that clearly articulates the process to be used when an adverse criminal record is discovered that complies with FCRA? At a minimum, this should include their process for re-verifying the information and notifying the job applicant at the time of the information is reported as required by the law.
- Does the vendor have a written policy that details how they investigate and certify that all of their sub-contractors are bona fide businesses involved in legitimate processing of personally identifiable information for the permissible purpose as defined by the FCRA?
- Does the vendor’s policy state that consumer reports will only be issued after a client certifies it will comply with the FCRA and applicable federal and state laws? Moreover, does the policy affirm that access to personally identifiable information will only be provided to an authorized representative of your firm as prescribed by the FCRA?
- Ask the vendor if they update you on changes in legal requirements at the local, state, and federal levels.
- If your organization will be conducting background checks on applicants who have lived, studied or worked in another country, verify that the vendor complies with current employment and data protection laws in the perspective countries and is knowledgeable about the Privacy Shield certification process proposed to replace Safe Harbor certified by the U.S. Department of Commerce.
A background check company is an essential business partner which your organization should rely on to help you mitigate many of the risks associated with hiring candidates and to hire the right candidate.
We have portrayed many of the important factors that should be considered to be sure you make an informed decision when choosing a background check firm. In addition to the following emerging issues, and information, the passage of medical marijuana laws in 24 states and the District of Columbia and approval of legal recreational use of marijuana by adults in Colorado, Washington, Alaska, and Oregon is causing the need for firms to re-examine drug screening policies.