如果您想从头开始一项就业背景筛查计划，您可能会不知从何开始。

如果您已经有这样的程序，您可能想知道您的程序是否尽可能有效。在这两种情况下，从基础开始可能会有所帮助 - 在开始任何背景调查之前您应该提出的基本问题。

由于没有单一的数据库  可供雇主输入申请人的姓名并立即获得该人的准确、完整的历史记录，因此雇主必须依赖于从各种各样的信息中获取信息，例如犯罪记录和其他类型的公共记录信息。其他来源。但是在开始之前你应该问什么？

1. 我应该在哪里搜索？
   你一生都住在同一个地方吗？像当今大多数人一样，答案可能是否定的。这就是为什么有效的背景调查应该从准确的居住历史开始——包括申请人居住过的任何地方。

   
   

   您还应该将申请人可能曾工作或上过学的地理位置分层，因为某人完全有可能在一个司法管辖区工作或上学，但实际上居住在相邻的司法管辖区。

   虽然这种类型的历史是一个很好的起点，但也应考虑其他资源，以便您查找有关申请人的信息。多辖区数据库可以帮助建立更广泛的地理网络，例如寻找申请人在度假时可能犯罪的情况。

2. 我需要查找哪些类型的记录？
   如前所述，您可以在背景调查期间进行多种不同类型的搜索。

   
   

   那么你怎么知道要寻找什么？首先问自己一些重要问题——这些问题的答案将有助于告知您应该搜索的信息类型：

• 法律是否要求我们执行任何特定搜索？

• 新员工将承担哪些责任？

• 该人对资产和/或客户的敞口有多大？

• 员工是否有任何信托责任？

• 员工是否会与弱势群体有任何互动？

3. 我应该搜索多远？
   在大多数行业中，七年搜索被认为是标准，但某些特定行业，如医疗保健、金融服务和教育，可能值得进一步回顾一下。

   
   

   关于查找记录的回溯时间的另一个考虑因素是，报告标准可能因司法管辖区而异——例如，某些来源可能会发布 20 年前的信息。如果您确实获得了较旧的记录，请务必谨慎行事。与您的法律顾问合作，确保基于此类数据的任何雇用或保留决定符合所有适用法律。

4. employment background screening program from scratch, you may be overwhelmed by where to start.

5. And if you already have such a program in place, you may be wondering if your program is as effective as it can be. In both situations, it may be helpful to begin with the basics—the essential questions you should be asking before you begin any background check.

6. Since there’s no single database  into which an employer can type an applicant’s name and immediately receive an accurate, complete history of that person, employers must instead rely on getting information, like criminal records and other types of public record information , from a wide variety of other sources. But what should you ask before you begin?

7. Where should I search?
   Have you lived in the same place your whole life? Like most people these days, the answer is probably “no”. That’s why an effective background check should start with accurate residential history–including any place an applicant has lived.

   
   

   You also should layer in geographies where an applicant may have worked or attended school, since it’s entirely possible for someone to have been employed or gone to school in one jurisdiction, but actually resided in an adjacent one.

   Although this type of history is a great place to start, other resources should also be considered for where you should look for information about your applicant. Multi-jurisdictional databases can help cast a wider geographical net, looking for situations in which an applicant may have committed a crime while on vacation, for example.

8. What kinds of records do I need to look for?
   As mentioned earlier, there are many different types of searches you can be doing during a background check.

   
   

   So how do you know what to look for? Begin by asking yourself some important questions—the answers to these will help inform the types of information you should search:

1. Are we required by law to perform any specific searches?

2. What responsibilities will the new hire have?

3. How much exposure will the person have to assets and/or customers?

4. Will the employee have any fiduciary responsibility?

5. Will the employee have any interaction with vulnerable populations?

9. How far back should I search?
   In most industries, a seven-year search is considered the standard, but some specific industries, such as health care, financial services and education, may merit looking back a bit further.

   
   

   Another consideration for how far back to look for records is that reporting standards can vary greatly from jurisdiction to jurisdictions—some sources may release information going back 20 years, for example. It’s important to exercise caution if you do get older records; work with your legal counsel to ensure any hiring or retention decisions based on such data comply with all applicable laws.

11.