Who should we obtain a background check on?
Every individual you are considering for hire within your organization should be thoroughly screened.

It’s important to remember that when individuals become members of your organization, they may potentially have access to business intelligence, proprietary information, company funds or a vulnerable population, including your customer base as well as other employees.

An important consideration: background checks should be performed consistently, across the board… or not at all. While the level of the check and services ordered may vary depending upon the job responsibilities and duties, an inconsistent application of the background screening process could be interpreted as discriminatory.

Background checks are utilized by a number of industries, service providers and business personnel and management teams, to find out more about candidates applying for position in these and other areas:

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.

Healthcare Industry (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.

LLC, Partnerships, Corporation Development
Take a closer look at your potential partner or business associate to avoid concerns, such as patterns of litigious behavior or financial issues not previously disclosed.

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Are all court records considered public records?
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. There are some states that have specific and often more stringent guidelines as to what types of public records may be provided to and/or considered by an employer prior to making an employment offer. Also, some records, such as juvenile, expunged or sealed records are generally not accessible and may not be reported under certain circumstances.

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When should we do a background check?
It is advisable to perform a background check prior to hiring an individual or at the very least, prior to signing a contract. Contractual language may be expanded to include a contingency statement which references a satisfactory background check.

How could someone’s past affect my company if we are not performing background checks?
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 employees to CEO, to doctor, attorney, or any other professional. If a simple background check would have revealed a propensity toward violence, incompetence or malicious behavior, “ignorance” of the past pattern may not be a defensible position in a negligent hiring lawsuit.

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Do people really lie about their previous jobs or education?
Definitely – statistics indicate that more than 50% of all applications will have misleading or false information about past employment and over 80% have exaggerated academic or professional credentials. . An employee, regardless of position or association with your facility, who has misrepresented their qualifications, competency level and therefore, their integrity, is the wrong person for any position…particularly with your organization – it is a recipe for disaster.

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How much does screening cost?
Each of our clients has unique needs and industry-specific criteria to which they must conform. AccuCheck reports are customized to meet our client’s requirements. Call or email an AccuCheck representative to obtain a list of services, pricing and standard packages available.

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Can I access records myself and use the information to make a hiring decision?
The federal statute known as the Fair Credit Reporting Act (FCRA) clearly defines the type of court record information that can be used by employers when making a decision about a prospective employee. The FCRA also provides information about the age of records, which varies depending upon type and jurisdiction of records.

Additionally, a number of states currently have legislation pertaining to the use of court record information, particularly criminal convictions, typically with more stringent reporting guidelines.

Given the complexities of the federal and state restrictions and guidelines, it is important to have a knowledgeable, experienced and trusted partner in the background screening industry that can provide you with critical court record information that is both legally permissible to view and consider before you hire.

For more information, see "Court Records” or contact an AccuCheck representative at 800.874.9099 to inquire about our thorough, investigative services.