Background checks are utilized by a number of industries, service providers and business personnel.

Hospitals, Clinics and Ambulatory Care Facilities
Pre-screen your candidates including Physicians, Nurses, Physician Assistants and other Allied Health Personnel to ensure due diligence is performed.

Employers – Manufacturers / Retail / Consulting / Sales / Technical Support
Pre-employment background checks can be done at every level, from non-exempt to mid level management to CEO positions to safeguard your facility’s reputation, finances and your commitment to your customers and other employees.

LLC, Partnerships, Corporation Development
Take a closer look at your potential partner or business associate to avoid any concerns, potential lawsuits or financial disaster.

Churches / Non Profit Organizations
Protect your congregation by pre-screening youth ministers, volunteers and childcare providers.

Childcare Facilities and Providers – Nannies, Au Pairs, etc.
Safeguard your clients' interests and your business integrity by performing the background checks on potential and current employees.

Property Managers / Landlords
Gain early insight into whether the potential tenant has had a history of evictions, criminal records or other issues which may prove to be costly.

Yes, but it is also necessary to obtain a signed authorization for release of information from your candidate prior to contracting for a background check.

While most records and data accessed are considered to be public records, the FCRA (Fair Credit Reporting Act) and the amendment FACTA (The Fair and Accurate Credit Transaction Act) require that Consumer Reporting Agencies (CRA) such as AccuCheck only provide information when the consumer (employment candidate) has provided written authorization.

While it is possible to obtain a search of some court records by contacting the correct department of your local county government, an inexperienced researcher might not grasp the full scope of what information should be reviewed, reported and/or used as a tool in determining eligibility for employment. There are many considerations as to what type of records can be reported and/or considered and the length of time information can be reported and/or considered. Bear in mind that court records are a very complicated area for most employers to understand, let alone to try to undertake researching on their own. For more information, see "Court Records”

There is a very real threat of liability that all employers face under the legal doctrine of "negligent hiring." The doctrine has application across the board in terms of level of employment, ranging from hourly employee to CEO, to doctor, attorney, or any other professional.

It is advisable to perform a background check prior to hiring an individual or signing a contract.

Definitely – statistics indicate that more than 50% of all applications will have misleading or false information about past employment and over 80% have exaggerated or incorrect educational information. An employee, regardless of position or association with your facility, who has misrepresented their qualifications, competency level and their integrity, is the wrong person in the wrong position – it is a recipe for disaster.

Each situation is unique and reports are customized to meet the individual needs of our clients. Call or email to obtain a list of services, pricing and standard packages available.