How Can You Know When Your Background Check Comes Back Profile Advantage

Oft Asked Questions for Pre-Employment Background Check

Below are answers to frequently asked questions near pre-employment background checks and employment verification and how pre-employment background screening companies tin assist.

ane. Why do background checks?

Conducting pre-employment background checks on employees has go a matter of necessity for employers for several reasons. Many applicants make false claims on their job applications and/or resumes. In that location are instances where applicants have been involved in criminal activity, nevertheless cull not to disclose it. If yous want to ensure a safer workplace and avoid negligent hiring lawsuits, the amount you would pay to pre-screen your applicants is very small compared to the legal fees y'all may potentially pay afterward.

2. What searches are included in a groundwork check?

County Criminal Record Checks, MVR Reports, Employment Verification, Education Verification, and Social Security Number Address Traces are bones searches ordered as a part of virtually background checks.

3. What does a Social Security Number Trace reveal?

This is a very essential search that comes from credit headers. The results of this search will reveal all of the counties your applicant has reported using their Social Security Number, as well as dates reported and any other names your applicant may accept used. This search is highly recommended because your applicant could have purposefully or inadvertently failed to disclose this information when they completed the disclosure and authorization for background investigation course, because they may be trying to hide something.

four. How long does information technology take to get reports from pre-employment background check companies?

Results will exist returned in 24 – 72 business concern hours in most cases. There are cases in which a county search may have delayed results. You should select a screening company you know will go along you constantly updated because excellent customer service should exist a huge deciding factor.

5. Does your company provide services nationwide?

Aye. Employers Selection Screening is a nationwide provider of employment background screening services, as well equally internationally.

vi. Does my bidder need to complete a signed release?

Aye. Each bidder needs to complete and sign a release in order to exist in compliance with the Fair Credit Reporting Human activity (FCRA).

7. May I but use my own release form?

No. The Consumer Reporting Agency (CRA), who is providing you lot with the confidential data most your applicant, must exist listed on the release class. Your applicant is entitled to know who is providing yous with the information. This is also required in example of any adverse action.

viii. Are your processes compliant with the Fair Credit Reporting Act (FCRA)?

Yeah. Employers Selection Screening is a founding member of the National Clan for Professional person Background Screeners (NAPBS). Nosotros adhere to all guidelines ready forth past the Fair Credit Reporting Act (FCRA), federal, and state laws.

9. How do you ensure confidential data is secure?

Our organization ensures the privacy and protection of our clients' data through systematic security measures in the areas of information technology. This data is hosted on our ain secure servers. We back-up all of our data on a daily basis and have all the necessary firewalls in identify. Our reporting organisation is bachelor merely to our clients (authorized users), and all transmitted pre-employment background bank check data is encrypted.

10. What is negligent hiring?

Negligent hiring refers to a cause of action that arises from an employer's obligation to not hire an applicant that they knew or should accept known was likely to undertake deport against other individuals or otherwise subject employees or third parties to actions that can create legal liability. Through negligent hiring lawsuits, many employers accept been found liable for their failure to bear appropriate due diligence through a pre-employment background investigation. Negligent hiring and retentivity lawsuits have price many companies millions of dollars in amercement. Conducting groundwork checks prior to hiring employees volition assist to protect your organization from the potential of civil litigation.

11. How far back does an employment background check go?

Typically, employers requesting an employment background screening on an applicant will asking a seven-year history, although some states allow reporting information of up to 10 years. If in the state of California, a potential applicant would be offered a salary of at to the lowest degree $125,000.00, the CRA tin go dorsum as far as 10 years. If this is non the case, the maximum allowed reportable period the state of California is vii years.

Bated from California, there are xi additional states that limit the reporting of a conviction to 7 years from the date of disposition, end of parole, or release from prison. The states listed and income exceptions are every bit follows:
Colorado – $75,000.00 (income exception), Kansas, Maryland, Massachusetts, Montana, Nevada, New Hampshire, New Mexico, New York – $25,000.00 (income exception), Texas – $75,000.00 (income exception), and Washington – $20,000.00 (income exception).

12. What are my obligations as an employer nether the Fair Credit Reporting Human activity (FCRA)?

The bidder must complete and sign a release form provided to yous by your background screening company. The release must exist submitted to the background screening company, prior to conducting any type of background investigation, where an employment conclusion volition be made. Provide your applicant with "A Summary of Your Rights Under the Fair Credit Reporting Act," and if in California, the California statement of consumer rights. These forms are hand-outs, advising your applicants of their rights when a consumer study is beingness requested virtually them. Information technology is your obligation as an employer to maintain this data in your records for a minimum of five years.

13. If I decide to non rent someone based on the results of the background report, may I just "tell" them I am not going to hire them because of the results of the background bank check?

No. Y'all are legally obligated to get through the post-obit steps to disqualify someone employment due to the results of the background check:

• Provide your applicant with a pre-adverse activeness letter, a copy of the entire background report, a Summary of your Rights Under the FCRA class, and if in California, The California Statement of Consumer Rights form.
• Your applicant has iii-5 business days to resolve and/or dispute whatever negative information independent in their written report.
• The pre-agin activeness letter must include the proper noun of the CRA, accost, and phone number and so your applicant can contact the CRA, if they wish to practise so, in guild to notice out the details regarding the negative data they wish to dispute.
• Should the period of 3-5 concern days laissez passer and your applicant has not demonstrated they are in the process of disputing the information independent in their written report, yous must then provide your applicant with an agin activeness letter of the alphabet, a copy of the unabridged background study, "A Summary of Your Rights Under the Off-white Credit Reporting Deed," and if in California, the California statement of consumer rights. The adverse action alphabetic character communicates to your applicant they are no longer being considered for employment and their determination was influenced by in the Consumer and/or Investigative Report, fabricated at the employer'south request and provided by the name, accost, and telephone number of the CRA.

14. Does your cost include a 9-panel drug exam?

No. We can add a 9-console urine drug screen for an additional $39.99.

fifteen. Are you an NAPBS Accredited firm?  If and then, when is your accreditation up for renewal?

Yes.  We were certified in March of 2017; therefore, our accreditation will be up for renewal in March of 2019. Additionally, all of our employees are FCRA Certified by the NAPBS.

Note: we are too ISO 9001-2015 certified

16. Do you cap your county criminal searches, if the volume of individual counties ever goes over a certain corporeality per candidate on an order?

No we do not cap our county criminal searches for the pre-employment groundwork check. We include all counties resided in within the last 7 years, whatever alias is an additional $10.99 for all counties

If so, what exercise you cap your county criminal searches at per candidate? N/A

17. How many calls/attempts do you make per verification (Employment, Pedagogy, References) earlier closing out the verification?

We make two attempts each solar day to get verification, the length (typically iii business days) of fourth dimension is completely upwards to the client.

eighteen. Do you charge extra for additional attempts?

If you would like us to contact more than twice a mean solar day, at that place is a fee of $5 per additional attempt.

How much detail do you provide on the candidate report for each call/attempt made (e.g., "made a quality endeavor", "decorated signal" versus a appointment and time postage plus who was called and when yous are calling back)?

Below is a example of pending notes that our clients can view from the search page:

19. Do we have a dedicated customer service team and bespeak of contact?

Yes, yous will exist assigned your own dedicated account rep to handle all customer service related questions, hither in the Us and speak English language.

20. What times are our customer service teams available?

7:00 am PST – 5:00 pm PST

21. Practise you have offices in all time zones?

No, our physical location is on the westward coast, and do take a live person answering our phones 24/7.

22. Are you currently in any litigation or accept ever been in course action litigation?  If so, tin you depict the general cases and when they occurred?

No to both questions, we accept been in business concern for 15 years.

23. Practice you lot provide free integrations with ATS/HRIS Systems?

We currently use ADP Workforce Now.

Our system does integrate with ADP workforce, I will take to check with my programmers to run into if there are whatever fees for(implementation, ongoing maintenance, etc.)

24. How much would you charge if we move to a new ATS in the future (east.chiliad., SAP/SuccessFactors)?

I will follow up with you on this question (There may or may not exist a charge depending on the ATS system).

25. Exercise yous provide 3rd political party and land/county fees at their raw rates (with no additional charges other than what united states of america, counties, and 3^rd parties charge)?

All (court, state DMV, & 3rd party verification) access fees are raw and just a pass-through fee and we do non marking up these fees.

26. Will you lot identify in writing that y'all will not charge boosted rates other than what the actual/specific laissez passer-through rates are from those state, county, and/or private agencies for a pre-employment background bank check?

Aye, this language is already in our end-user customer service agreement.

27. Will you provide monthly set meetings to all of our locations/local systems, reviewing turnaround time, volume trends, and discussing additional efficiencies?

Yeah, we can schedule a monthly meeting to discuss performance and concerns (re: reviewing turnaround time, book trends and efficiencies)

28. Will at that place be any additional charge for monthly meetings with turnaround fourth dimension and volume data provided and discussed each month in a set briefing call with each local system?

At that place would not be whatever additional costs incurred.

29. What do you charge, if annihilation, for candidate contact if nosotros select an adverse action based on the results of your study?

At that place is no additional cost for us to facilitate the per-adverse/adverse activity process. Information technology provided every bit a value-added complimentary service.

thirty. Exercise you review and audit all national criminal database potential hit data at the local counties (for imitation-positive information) in your pre-employment background check?

Yes, any hits on our database searches must exist researched in the county of tape.

31. Do you lot charge for the review of potential hits at the local county levels?

Yes, there is an boosted charge for each hit at the canton level search.

32. Exercise we accept access to all of your senior management personnel whenever needed to call directly?

Aye.

33. How fast will yous get back to u.s. equally a Service Level Agreement guarantee?

All customer service questions are issued a trouble ticket instantly nosotros answer within the hour during normal business hours.

34. How fast volition you add on additional services and packages when new services and packages are requested on the account?

Adding additional searches/custom packages to the client business relationship is done inside minutes later on approval from the client.

35. Do you ship court runners into all of the county courthouses nationwide, as a main step of each package containing county criminal courts, when those courts are not on real-fourth dimension data?

Yep, nosotros do provide "manus searches" past licensed court researchers in counties that do not offer real-fourth dimension public admission.

36. What is your % of missing criminal hits per year?

Our accuracy is to within 1%.

37. Do you have your Soc2 Certification?

Development of our applicant screening system. Attending is given to high publicity threats such as viruses, denial of service attacks, and other malicious activities over the cyberspace, as well equally, maintaining the integrity and confidentiality of sensitive application information such as credit reports, social security numbers, and other personally-identifying information.

Our applicant screening system development staff uses industry-leading technology to secure operating environments, including client authentication (password-controlled access), information encryption, public-individual key pair, firewalls, intrusion detection, filtering routers, and data backups. Each component acts as a layer of protection to safeguard information from unauthorized users, deliberate malfeasance, and inadvertent loss.

We maintain PCI-DSS and E13PA compliance certifications and subscribe to QUALYS for continuous monitoring for system security and compliance. We also use a shared responsibleness model with Amazon web services who participate in SOC Compliance. This SOC ii Audit Report confirms that ECS meets the high standards set by the American Constitute of Certified Public Accountants (AICPA) for confidentiality, privacy, and security in protecting consumer data used in groundwork checks. Documents can be viewed at https://aws.amazon.com/compliance/soc-faqs/.

38. Have you lot e'er been breached and what security measures practise you have in place?

We take never had a breach. Yous can find our Privacy Statement located here.

39. Now that Marijuana is legal, how tin can employers use positive drug tests?

Please keep in listen that the federal authorities even so considers marijuana a Schedule I narcotic (illicit drug), therefore you can use positive marijuana drug results found in a pre-employment background check in making a hiring decision due to the fact that you are enforcing your 100% drug-free workplace policy.

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Source: https://employerschoicescreening.com/faq/

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