观火背调在 2017 年进行了大约 1250 万次背景调查。这是很多检查！很多关于背景调查的问题仍然被问到——甚至是来自招聘人员。所以我们在这里回答了一些最常见的问题。与能够在计算机 CSI 风格上键入几个按键并获得任何人的完整报告不同，实际过程可能非常复杂。
如果您发现这些事实有帮助，请随时与您的同事分享！
1. 背景调查需要多长时间？
这取决于雇主要求的信息深度和其他因素，包括：
检查曾在多个地点生活、工作或上过学的候选人的背景可能需要更多时间。海外就业可能会增加相当长的时间。
给前雇主和学校的电话可能无法及时回复，尤其是在假期期间。更糟糕的是，学校可能已经关闭，前雇主可能已经倒闭。
在报告之前必须确认和审查可能的发现，名义上可能会增加周转时间，但有助于确保准确性和完整性。
速度和周转时间至关重要，但彻底性和准确性仍然至关重要。
2. 为什么你不能直接访问“CSI”类型的数据库并获得即时的犯罪背景信息？
因为，实际上，不存在完整和准确的犯罪记录数据的单一综合来源。公共记录是美国数千个县的责任 勤勉的犯罪背景调查包括在地方一级寻找犯罪历史。
3. 一个成功的背景调查程序是什么样的？
对于受政府监管的行业、从海外雇用员工的全球组织以及雇用大量外延劳动力（承包商、临时工等）的行业，情况可能有所不同。
最佳实践可能包括：
标准化的政策和统一的流程
帮助候选人了解和准备背景调查
候选人输入和接收信息的移动技术
筛选高管/重新筛选员工
遵守适用的现行法规（FCRA、EEOC、禁止和薪酬平等立法）。
4. 我真的需要进行电子验证检查吗？
联邦法律要求所有雇主为新员工填写 I-9 表格，但并非所有雇主都需要填写 E-Verify。但是，某些受某些州或联邦法律约束的雇主必须使用 E-Verify。
5. 当候选人只能在搜索引擎或社交媒体上查找时，为什么还要经历所有这些复杂的过程？
法律风险。候选人可以声称他或她没有被录用是因为雇主在查看在线信息时，基于候选人的年龄、种族、宗教、病史或国籍进行了歧视。
网络或社交媒体搜索可能会找到与候选人同名的个人，但搜索结果可能是完全不同的人。
合规性。背景调查供应商被视为信用报告机构 (CRA)，并与雇主一起受《公平信用报告法》(FCRA) 的约束，该法通过要求雇主在请求和审查候选人的信息时采取某些步骤来帮助保护候选人的权利背景报告。CRA 还必须确保他们报告的信息准确和完整。
If you find these facts helpful, please feel free to share them with your colleagues!
1. How long do background checks take?
It depends on the depth of information requested by the employer and other factors, including:
Checking backgrounds of candidates who have lived, worked or gone to school in multiple locations may require additional time. Overseas employment may add considerable length.
Calls to former employers and schools may be not be returned in a timely manner, particularly during holidays. Worse, schools may have closed and former employers may have gone out of business.
Possible findings must be confirmed and reviewed prior to reporting and may nominally increase turnaround time but help ensure accuracy and completeness.
Speed and turnaround time are critical, but thoroughness and accuracy remains paramount.
2. Why can’t you just access that “CSI”-type database and get instant criminal background info?
Because, in reality, no single comprehensive source of complete and accurate criminal records data exists. Public records are the responsibility of thousands of individual counties throughout the U.S. A diligent criminal background check includes sourcing criminal history at the local level.
3. What does a successful background checking program look like?
It may be different for government-regulated industries, global organizations that hire employees from overseas, and those that employ a large extended workforce (contractors, contingent labor, etc.).
Best practices may include:
Standardized policy and uniform processes
Helping candidates understand and prepare for a background check
Mobile technology for the candidate to input and receive information
Screening executives/re-screening employees
Adherence to applicable current regulations (FCRA, EEOC, ban-the-box and pay equity legislation).
4. Do I actually need to conduct E-Verify checks?
Federal law requires all employers to fill out Form I-9 for new employees, but E-Verify is not required of all employers. However, some employers subject to certain State or Federal laws are mandated to use E-Verify.
5. Why go through all of these convoluted processes when candidates could just be looked up on a search engine or social media?
Legal risks. A candidate may claim that he or she was not hired because an employer, in reviewing online information, discriminated based on the candidate’s age, race, religion, medical history, or nationality.
A web or social media search may locate an individual with the same name as the candidate, but the search results could be for an entirely different person.
Compliance. A background check vendor is considered a Credit Reporting Agency (CRA) and along with an employer, is subject to the Fair Credit Reporting Act (FCRA), which helps protect a candidates rights by requiring that employers take certain steps when requesting and reviewing a candidate’s background report. The CRA must also ensure that the information that they report is accurate and complete.
