作为领先的就业背景筛选提供商，我们努力帮助候选人快速被录用，并帮助雇主找到合适的人选。我们的目标是为所有相关人员提供无缝的招聘流程。要做到这一点，雇主和候选人都必须了解就业背景筛选的基础知识。
就业前背景调查提供了确保组织招聘合格、值得信赖的候选人所需的客观性。随着放映变得越来越普遍，出现问题是很自然的。
企业在为就业目的进行背景审查时需要谨慎行事，确保遵守所有地方、州和国家法律。
以下是一些关于就业背景调查的最常见问题，以更好地指导您实施筛选工具。
背景筛选基础知识常见问题解答
问：背景调查有哪些不同的组成部分？
答：虽然就业和背景调查服务的范围因提供者而异，但以下是最常见的组成部分：
犯罪历史– 此类服务多年来激增，原因是声称雇主疏忽雇用或留住从事工作场所暴力行为或其他导致人身或财产伤害的行为的员工的索赔数量（例如，性侵犯、盗窃）。通常，背景调查提供者的犯罪历史背景调查包括搜索县犯罪记录、全州存储库、多州或国家数据库和/或联邦地区法院的某种组合，以报告申请人或雇员是否有重罪或轻罪定罪，或其他类型的犯罪记录。
性犯罪者登记处——性犯罪者登记处搜索可以帮助确定个人是否被列为已登记的性犯罪者。背景调查提供者通常可以检查两个主要数据库：国家性犯罪者登记处或特定州的性犯罪者登记处，通常是申请人或雇员的居住州。
就业验证——这部分通常包括背景调查提供者联系申请人过去或现在的雇主，以验证所提供的信息，例如就业日期、担任的职位，有时还有重新雇用的资格。对于额外的费用，一些背景调查提供者还可能提供有关申请人与其前雇主打交道的更详细信息，包括对与申请人共事的人进行更深入的采访。
机动车辆记录——在驾驶是工作的一部分时使用，此检查将报告与事故、违规、停职以及在影响下驾驶的重罪和轻罪有关的驾驶历史。
教育——教育背景调查服务通常确认申请人直接在学校或机构获得的证书，包括入学日期、专业、获得的学位和毕业。
制裁或排除- 这些类型的搜索通常由受监管的雇主使用，这些雇主被禁止雇用特定制裁或排除名单上的人员。其中包括：儿童或老人虐待登记；全球观察名单；外国资产管制办公室名单；FACIS 搜索联邦、Medicare 和 Medicaid 制裁名单；医疗保健提供者的监察长办公室排除清单；和 FINRA 经纪人支票。除此之外，一些雇主还验证专业执照、查看社交媒体或测试毒品或酒精。
信用检查——信用报告通过主要信用局在全国范围内搜索，以揭示任何值得仔细检查的差异或领域。信用报告包括有关个人破产、税收留置权、判决、收款账户、已付或冲销的负账户以及活动账户的信息。一些州和地方限制雇主将信用信息用于就业目的的能力，某些职位除外。
问：雇主如何决定在其背景调查令中包含哪些内容？
答：就业背景筛选没有“一刀切”的方法。作为一般规则，建议雇主只考虑与特定工作相关的组件。除此之外，雇主会根据他们的目标、业务需求和监管要求（如果有的话）选择不同的组件。
问：背景调查的费用是多少？
答：背景调查的成本可能会有所不同，具体取决于多种因素，包括但不限于搜索类型（犯罪、信用、教育、就业等）的数量，必须搜索的城市、州、国家的数量，需要搜索多长时间（5、7、10 年等）
问：需要多长时间才能得到结果？
答：这取决于雇主或组织订单的背景调查类型。一些组件可以在几天内完成，而其他组件可能需要更长的时间。如果申请人或员工提供的信息不完整或不准确，或者背景调查提供者难以访问记录或数据源，则可能会出现延迟。并非所有县法院都有数字或电子格式的记录，这意味着背景调查提供者可能必须手动搜索法院记录。它还可能取决于提供公共记录、教育机构、以前的雇主等信息所需的数据源的响应时间。
问：雇主可以简单地在互联网或在线法院数据库上研究申请人的背景吗？
答：根据正在考虑工作的人数或在职员工的数量，雇主在内部进行背景调查通常不划算。此外，进行自己的互联网搜索的雇主可能依赖虚假或过时的信息，并且可能不确定他们的申请人或雇员是否是他们试图验证的同一个人。
问：如果报告中的信息不正确怎么办？
答：联邦公平信用报告法要求背景调查提供者制定“合理的程序，以确保报告所涉及的个人信息的最大可能准确性。” 如果雇主考虑全部或部分根据背景调查报告中的信息撤回申请人的工作机会或解雇雇员，申请人或雇员将收到一份完整的报告副本。法律还要求雇主通过所谓的不利和不利行动程序。这意味着雇主需要通知候选人在背景报告中发现了可能影响招聘决定的信息，并让候选人有机会解释或质疑这些信息。你可以在此处了解更多关于预不利和不利行动过程的信息。一旦发生这种情况，如果报告主体认为报告中的信息不准确或不完整，他们可以向背景调查提供者提出争议。重新调查后，提供者将告知雇主报告的信息是否正确或需要删除或更正。
Pre-employment background checks provide the objectivity needed to ensure an organization is hiring qualified, trustworthy candidates. As screenings become more commonplace, it’s natural for questions to arise.
Businesses need to use caution when conducting background screenings for employment purposes, making sure to follow all local, state, and national laws.
Here are some of the most common questions about employment background checks to better guide you in implementing a screening tool.
Background screening basics FAQs
Q: What are the different components of a background check?
A: While the range of employment and background screening services vary by provider, here are the most common components:
Criminal History – This type of service has spiked over the years due to the number of claims alleging that an employer was negligent in hiring or retaining an employee who committed an act of workplace violence or some other act that resulted in harm to a person or property (e.g., sexual assault, theft). Typically, a background check provider’s criminal history background check consists of searching some combination of county criminal records, statewide repositories, multi-state or national databases and/or federal district courts in order to report whether an applicant or employee has a felony or misdemeanor conviction, or some other type of criminal record.
Sex Offender Registry – Sex offender registry searches can help identify whether an individual is listed as a registered sex offender. There are generally two main databases a background check provider might check: the national sex offender registry or a specific state’s sex offender registry, typically the applicant’s or employee’s state of residence.
Employment Verification – This component typically consists of the background check provider contacting an applicant’s past or current employers to verify information provided, such as dates of employment, positions held, and sometimes eligibility for rehire. For an additional cost, some background check providers might also offer more detailed information about the applicant’s dealings with their prior employer, including more in-depth interviews of those who worked with the applicant.
Motor Vehicle Records – For use when driving is part of the job, this check will report driving history relating to accidents, violations, suspensions, and felony and misdemeanor convictions for driving under the influence.
Education – Educational background check services generally confirm an applicant’s credentials earned directly with schools or institutions, including dates of attendance, major, degrees earned, and graduation.
Sanctions or Exclusions – These types of searches are often used by regulated employers that are prohibited from employing people on specific sanctions or exclusions lists. These include, among many others: child or elder abuse registries; global watch lists; the Office of Foreign Asset Control list; FACIS searches for federal, Medicare, and Medicaid sanctions lists; Office of Inspector General exclusions lists for healthcare providers; and the FINRA Broker Check. Beyond these, some employers also verify professional licenses, check social media, or test for drugs or alcohol.
Credit Check – Credit reports search nationwide through the major credit bureaus to reveal any discrepancies or areas that merit closer inspection. Credit reports include information about an individual’s bankruptcies, tax liens, judgments, accounts in collection, negative accounts paid or charged off, and active accounts. Some states and localities restrict an employer’s ability to use credit information for employment purposes except for certain positions.
Q: How does an employer decide what components to include in its background check order?
A: There is no “one size fits all” approach to employment background screening. As a general rule, it is suggested that employers only consider components that relate to the specific job. Beyond that, employers select different components depending on their goals, business needs, and regulatory requirements, if any.
Q: What is the cost of a background check?
A: Background checks can vary in cost depending on several considerations, including but not limited to, the number of search types (criminal, credit, education, employment, etc.), the number of cities, states, countries it has to search, how far back in time in needs to search (5, 7, 10 years, etc,)
Q: How long does it take to get the results?
A: This depends on the type of background check the employer or organization orders. Some components can be completed within a few days whereas others could take longer. Delays might occur if the applicant or employee provides incomplete or inaccurate information or if the background check provider has difficulty accessing records or the data source. Not all county courts have their records in digital or electronic format, which means the background check provider might have to manually search the court record. It can also depend on the response time of the data source needed to provide information such as public records, educational institutions, previous employers, etc.
Q: Can an employer simply research an applicant’s background on the internet or online court databases?
A: Depending on the number of people being considered for jobs or current employees, it is usually not cost-effective for employers to perform background checks in-house. Moreover, employers that do their own internet searches may be relying on false or outdated information and might not know for certain whether their applicant or employee is the same person they are trying to verify.
Q: What if the information in the report is incorrect?
A: The federal Fair Credit Reporting Act requires background check providers to have in place “reasonable procedures to assure maximum possible accuracy of the information concerning the individual about whom the report relates.” If an employer considers withdrawing a job offer from an applicant or terminating an employee based in whole or in part on information in the background check report, the applicant or employee will receive a complete copy of their report. Law also mandates employers go through what’s known as a pre-adverse and adverse action process. This means employers need to inform the candidate that information that may impact the hiring decision was found on a background report and give the candidate an opportunity to explain or dispute the information. You can learn more about the pre-adverse and adverse action process here. Once this happens, the subject of the report can submit a dispute with the background check provider if they believe the information in the report is inaccurate or incomplete. After a reinvestigation, the provider will advise the employer whether the information as reported was correct or needs to be deleted or corrected.
