误区 1 – 背景调查需要很长时间才能完成。

许多雇主认为背景调查将阻碍他们的招聘过程，因此选择跳过这一重要步骤。事情的真相是，背景调查并不像你想象的那么长。大多数背景调查可以在大约三天甚至短短 24 小时内完成，具体取决于背景筛选过程的类型。

误区 2 – 所有背景调查提供者都是相同的。

仅在美国就有超过1,800 家背景调查公司，它们都声称可以为您提供最准确、最好的服务。然而，每个背景筛查提供者之间存在许多差异，作为雇主，了解如何区分最好的和其他的很重要。

仔细选择背景调查提供商的最大原因之一是合规性。由于规则、法规、地方和州法律总是在变化，因此选择一个有信誉的背景以减少您的责任风险并跟上合规性非常重要。

在Accurate Background，我们所有的技术和服务都内置了背景检查合规性。我们的平台会自动代表雇主分发正确的通知，包括不利和不利行动通知。我们经验丰富的团队确保无论您身在何处，您的公司都能保持合规。

误区 3 – 每个背景调查提供商都有相同的身份验证流程。

在美国，最全面的背景调查从许多人所说的 国家 SSN 追踪开始。该搜索可以从包含数千个资源的数据库中提取，例如杂志订阅、水电费、在线账户和信用记录。

建议您寻找从数千个来源的数据库中获取其国家 SSN 追踪的背景调查提供商。您更有可能以这种方式发现全面的地址历史记录。

误区 4 – 中小型公司不需要背景调查。

另一个常见的误解是只有大公司才需要进行背景调查。中小型公司与大公司一样重视聘用合适的人才。由于一名糟糕招聘的平均成本接近 15,000 美元，因此较小的公司更容易因招聘错误的候选人而损失收入。因此，背景调查对于每家希望做出明智招聘决定的公司都很重要。

误区 5 – 任何雇主都可以立即访问候选人的机动车辆报告 (MVR)。

警惕声称他们在美国所有州都有即时 MVR 访问权限的背景调查公司。虽然许多州很快就会返回结果，但其他州在发布信息之前有额外的要求。因此，任何提供“即时”检查的公司很可能都将其从非实时更新的数据库中提取出来，而不是直接从州机动车辆部提取。

此外，在请求个人的个人机动车辆报告时，需要注意各种州法规。例如，华盛顿要求您的候选人签署一份特殊的发布表格，以便提取机动车辆报告。您的组织必须保留这些发布表格以备审计。宾夕法尼亚州需要在您的组织处理驾驶记录检查之前一次性签署宣誓书，或者每次请求驾驶记录时每位候选人都需要一份特殊的释放表格。宾夕法尼亚州只允许某些允许的目的，然后他们才会在没有特殊授权表格的情况下授予访问驾驶记录的权限。在加利福尼亚州，一个组织不得仅提取与就业或合同工作有关的机动车辆报告*。

最后，并非所有州都与其他州共享驾驶历史信息，除非该人拥有商业驾驶执照。因此，如果您的候选人最近搬家并给您当前居住州的新驾照号码，您可能需要询问三年的驾照号码。在选择背景调查供应商时，重要的是他们在订购机动车辆报告时了解所有法律、法规和最佳实践，以便他们成为您了解规则的合作伙伴。

误区 6 – 背景调查仅对就业前筛查是必要的。

就业前筛选是确保贵公司招聘安全和优质候选人的好方法，但之后呢？12% 的员工可能会在未来五年内被捕，因此实施持续监控以确保组织安全应该符合贵公司的最佳利益。持续监控是定期筛选和监控员工记录以发现任何威胁和安全问题的过程。持续监控对于某些行业尤其重要，例如零工经济，优步和 Lyft 等公司依靠其员工拥有干净的驾驶记录。

误区 7 – 候选人的犯罪记录将取消候选人资格。

许多求职者担心他们的犯罪记录会毁掉他们找到工作的机会。然而，公平信用报告法 (FCRA) 要求雇主采取不利行动并允许候选人为自己的行为辩护，而 EEOC 则执行反对就业歧视的联邦法律。如今，许多雇主在查看候选人的犯罪记录时会考虑许多因素，包括犯罪类型以及是否与工作有关。

 – Background checks take a long time to complete.

Many employers believe that background checks will hold up their hiring process, and as a result, choose to skip this important step. The truth of the matter is that background checks don’t take as long as you may believe. Most background checks can be done in around three days and even as little as 24 hours, depending on the type of background screening process.

Myth 2 – All background check providers are the same.

Over 1,800 background screening companies exist solely in the U.S., all claiming that they can provide you with the most accurate and best services. However, there are many differences between each background screening provider and, as an employer, it’s important to know how to distinguish the best from the rest.

One of the largest reasons to choose a background check provider carefully is due to compliance. Since rules, regulations, local and state laws are always changing, it’s important to pick a reputable background that reduces your liability exposure and keeps up with compliance.

At Accurate Background, background check compliance is built into all of our technologies and services. Our platform automatically distributes the right notices, including pre-adverse and adverse action notices on the employer’s behalf. Our experienced team ensures that your company can maintain compliance no matter where you are.

Myth 3 – Each background check provider has the same process for Identity Verification.

Most comprehensive background checks in the U.S. start with what many call a National SSN Trace.  This search can be pulled from a database of thousands of sources like magazine subscriptions, utility bills, online accounts, and credit history.

It is recommended you look for a background check provider that gets their National SSN Trace from a database that pulls from thousands of sources.  You are more likely to uncover a comprehensive address history that way.

Myth 4 – Small and mid-size companies don’t need background checks.

Another common misconception is that only large companies need to conduct background checks. Small and mid-size companies value hiring the right talent just as much as large companies. Since the average cost of one bad hire is nearly $15,000, smaller companies are more at risk of revenue loss from hiring the wrong candidate. Therefore, background checks are important for every company looking to make smart hiring decisions.

Myth 5 – Any employer can receive instant access to a candidate’s motor vehicle report (MVR).

Be wary of background check companies that claim they have instant MVR access in all states in the United States.  While many states are quick to return results, others have additional requirements before releasing the information. Thus, any company offering an “instant” check is quite possibly pulling it from a database that is not updated in real-time, instead of directly from the state’s Department of Motor Vehicles.

Additionally, there are various state regulations to be aware of when requesting an individual’s personal motor vehicle report. For example, Washington requires a special release form signed by your candidate in order to pull a motor vehicle report. Your organization must keep these release forms in case of an audit. The state of Pennsylvania requires either a one-time signed affidavit before your organization can process driving record checks or a special release form from each candidate each time a driving record is requested.  Only certain permissible purposes are allowed by Pennsylvania before they will grant access to driving records without the special release form.  In the state of California, an organization is not allowed to pull just a motor vehicle report as it relates to employment or contracted work*. The organization needs to run an additional background service, like criminal history, in order to stay compliant with the state of California.

Lastly, not all states share driving history information with other states unless the person has a commercial driver’s license. So, if your candidate has moved recently and is giving you a new license number in the state of current residence, you might want to ask for three years of driver’s license numbers. When choosing a background check vendor, it is important that they are up to date with all laws, regulations, and best practices when it comes to ordering motor vehicle reports so they can be your partner in navigating the rules.

Myth 6 – Background checks are only necessary for pre-employment screening.

Pre-employment screening is a great way to ensure your company is hiring safe and quality candidates, but what about after? 12% of the workforce may experience an arrest over the next five years, so it should be in your company’s best interests to implement continuous monitoring to keep your organization safe. Continuous monitoring is the process of periodically screening and monitoring employee records for any threats and safety concerns. Continuous monitoring is especially important for certain industries, such as the gig economy, whose companies like Uber and Lyft rely on their workers to have clean driving records.

Myth 7 – A candidate’s criminal record will disqualify a candidate.

Many job seekers fear that their criminal history will ruin their chances of landing the job. However, the Fair Credit Reporting Act (FCRA) requires employers to undergo adverse action and allow candidates to defend their actions, while the EEOC enforces federal laws against employment discrimination. Many employers today now take many considerations into factor when looking at a candidate’s criminal history, including the type of crime and whether it relates to the job or not.