Employment Screening is a vital tool for employers looking to diminish risk and find extraordinary applicants. With the appropriate use of significant data a company can guarantee they are compliant with the FCRA along with state and local laws. Any employment screening program should be implemented with the attention to these significant areas.

Employment Screening: Best Practices

PeopleG2 believes that a worthwhile screen of an applicant should be implemented in a fair and consistent manner. Each company and each open position can have diverse requirements. In the end, how the background check is conducted will determine how accurate, useful and legal it will be for each company. The quality of employment screening reports are not the same. At a very minimum, ensure that your searches are correct and follow these important guidelines.
Social Security Search (Address History Report) – A proper report should be unfiltered and provide data going back seven years.  Many employment screening companies remove addresses to counties that are more expensive for them to process, or only provide you two years of history. In order to run a full seven-year search, you need seven years of a data.

County Criminal Search – An authentic search, done by a human being at the court or within the official court approved system is a must. Don’t be fooled by so-called “instant” reports or online searches. These searches miss important records, fail to access up to date information, and fail to review the search for simple adjustment that only a human being can notice. Also, a non-human search is far more likely to report back arrest or dismissed case data, which in most cases is an FCRA violation.

Employment, Education and Reference Verifications – Your applicant should have the experience, education and personal network to support their resume, reputation and interview responses. At PeopleG2 we employ a staff of professionals to personally conduct these vital searches. That means we never subcontract the work or send applicant data oversees to calling centers. Employment Screening companies that gamble with unskilled labor to prepare reports will take longer to process reports and provide little to no relevant information.

Instant Database Criminal Search – This complementary search should only be run in conjunction with a county criminal search, full review, and verification of any records found. Using this search to locate possible records is the best intended use. Using this search to solely make an employment screening decision comes with very high risk. Any records that are found should be compared to a county criminal search and reviewed by a knowledgeable staff member to ensure accuracy and proper identity. Many applicants share common names, and there are only 366 different date of birth combinations each year. Ensuring a record really belongs to your applicant is both savvy and ethical. We offer four different types of Instant

Criminal Searches: National, State, Sex-Offender and our industry leading Super Criminal Search.

Special Searches – We also offer searches ranging from DMV reports and Credit Reports to a Professional License Search and I9 Verifications.

Employment Screening: Industry Type

In each industry there are specific factors that influence the type of screen, depth of screen and also the time to process the screen. There may also be compulsory elements for an industry based on employment laws, or the desires of clients, partners or projects. Since 2001, PeopleG2 has helped thousands of companies across the country in formulating a risk reducing comprehensive screening program. With your industry in mind, a custom approach can be designed, approved and implemented.

Employment Screening and the Fair Credit Reporting Act (FCRA):

Complying with the Fair Credit Report Act is an important and intricate task. This large and broad act covers many areas of the screening process. In summary, the FCRA attempts to ensure the following:

  1. The applicant understands his or her rights and has agreed to a background check before it is processed.
  2. The possible employer understands what information it can and cannot consider.
  3. The possible employer notifies the applicant of any information that is “adverse” and provides a summary of their rights, a copy of the report, etc.
  4. The applicant has the chance to review and correct any misinformation before a final decision has been made.

The full act can be viewed here, and encompasses a great deal of care to ensure the possible employer and applicant understands how the overall process should work.

PeopleG2 is a leading provider of on-demand employment screening solutions. We help large and small organizations manage and control multifaceted screening programs. We provide pre-integrated employment screening services through HR-XML interfaces, and solutions from best-in-breed providers. Through our no-stone-left-unturned process, we focus on these areas when assisting employers find the best candidate. 

Please ensure you consider these important topics when choosing a firm to conduct your employment screening.