Background Screening Made Simple

The Scoop on Nationwide Criminal Record Database Searches

2011-12-29T15:58:00.000-08:00

They are advertised allover the internet. Run a nationwide criminal record search on anyone for this(insert low amount) price! Or, if a hiring manager at your organization, youmay include a Nationwide Criminal and Sex Offender search to your backgroundscreening reports. However, you may wonder, what do these searches include? Isan individual's full criminal history really available within a few minutesonly with the click of a button?

The answer to this question is, NO. A Nationwide Criminaldatabase does not and cannot provide a full criminal history on any givenindividual. A Nationwide Criminal database is a constantly changing collectionof approximately 350 to 500 million records that have been compiled fromreadily available data from all 50 states. Some states may include in depthinformation, from felonies down to traffic tickets, where other states may only contributesevere offenses, in which time was served, furnished from the Department of Corrections.

So, why would anyone even bother with a Nationwide Criminal Record Search?

Well, a Nationwide Criminal Record Database is a great,budget conscious preliminary tool for background screening. These databases usuallyinclude information from sex offender registries from all 50 states, as well asdata from many local County Courts, State Repositories, Terrorist Watch listsand Federal Most Wanted lists. Inaddition, a Nationwide Criminal Database Search is perfect as a supplemental search ifyour current employment screening budget doesn't allow for much more than acriminal records search in the applicant's current county of residence.

Want to learn more about how criminal records are separated byjurisdiction? Check out our Criminal Record Search Comparison Chart which explains in detail thedifference between county, state, federal, and nationwide criminal recordsearches.

However, one must proceed with caution when taking advantageof Nationwide Criminal Record Databases for conducting employment screening. Thefollowing issues must be considered when deciding to utilize a NationwideCriminal Record Database as part of your screening program:

How often this data is updated: Some courts mayonly provide updates to wholesale database providers, weekly, monthly, or evenquarterly.

Technology glitches: A system glitch for any particularjurisdiction may prevent records from being displayed for that area when asearch is conducted.

Missing identifiers: Some courts will leave offpertinent information such as full dates of birth, or a middle initial.

Inaccurate data: Court records may have beendismissed or expunged, but not updated through the database provider. The courtmay provide limited information as well, leaving confusing data for finaldispositions, or charge levels of cases.

Always ask yourNationwide Criminal Record provider for FULL details regarding coverage andupdate frequency for your primary state(s) of operation.

What if a criminal record is discovered on my applicant from a Nationwide Criminal Record Database Search?

Always think of a Nationwide Criminal Record Databases as abroad sweeping net, as opposed to a pinpoint tool for finding criminalrecords. It's bound to pick up on somedata that may not apply to the applicant, especially if they have a commonname. Your screening provider shouldalways take precautionary steps to eliminate similar name or partial date ofbirth matches on behalf of the applicant. Steps to filter out bad data in order to protect the applicant include...

Reviewing the Social Security Number residencehistory of the applicant to determine if residency existed near the location ofthe offense at a corresponding time frame.

Review physical descriptions of inmates anddates of release whenever possible through the State Department of Corrections.

Review offender photos and reported addressesthrough State Sex Offender Registry records.

Along with these preliminary filters, always follow FCRA(Fair Credit Reporting Act) guidelines and best practices to ensure a fair duediligence process to the applicant.

Beforeadverse action is taken towards an applicant or a consumer report isfinalized...

1. Present anypotentially adverse data found to the applicant and allow them to dispute theinformation.

2. Establish a protocol ensuring that your nationwide criminalrecord database provider automatically verifies adverse data directly at thejurisdiction of origination.

The verdict?

Overall, a Nationwide Criminal Record Database Search is agreat tool in order to quickly "sweep" for records across the country in a budgetfriendly manner. Coverage is notperfect, so it's best used in conjunction with county criminal recordsearches. Most importantly, Fair CreditReporting Act rules must be followed before reporting adverse items that couldaffect the applicant chances for employment, promotion, etc.

A reputable background screeningprovider will automatically take precautions against providing you archived andpotentially inaccurate data, but never assume this is the case. Always verify the procedures of yourscreening company for your own protection, and for the protection of theapplicant.

Aboutthe author:

Stacie Nielsen is the Director of Research atBackground Screening Consultants LLC and a highly experienced researcher ofcriminal and civil data. Please note:Any person or entity utilizing a third party to conduct applicant backgroundchecks for per-employment or leasing purposes must follow applicable federaland state laws including, but not limited, to the Fair Credit Reporting Act. Articles, blogs, newsletter and other materials issued by BackgroundScreening Consultants LLC (SafeScreener.com) should not be regarded as, orsubstituted for, legal advice.

Background Screening Consultants LLC
www.SafeScreener.com
650 W Lake St
Chicago, IL 60661
contact@safescreener.com
P: 888.578.8600
F: 888.548.0421

Tenant Screening: The Best Money a Landlord Can Spend

2011-12-16T15:24:00.000-08:00

A tenant background check can easily mean the difference between positive cash flow from an ideal tenant, or spending the next year (along with thousands on legal fees) trying to evict a bad one.

It makes no difference whether you're a property management company with 10,000 units, or an independent landlord renting your basement out for extra income. Conducting a tenant background check prior to leasing should be standard protocol. After all, you're entrusting your property, your equity, and your liability, to a person you know nothing about.
A diligent tenant background check will cost (on average) between $25.00 and $75.00, depending on how in-depth the conducted background check will be. A very basic rule of thumb is to plan on spending at least the equivalent to 5% of one month's rent on a background for each signer of the lease. For example, if you're renting an apartment at $1,000 per month, you should be willing to spend at least $50 screening each signer on the lease. Foregoing a background check to save a few bucks is comparable to buying a home without an inspection, or purchasing a car you've never driven. You simply cannot make a reliable decision based on appearances, intuition or hearsay.

The Key Elements of a Tenant Background Check

Social Security Number "SSN" Verification and Residential History.

Importance: High
Speed: Instant / Minutes
Reason: If you start a background check with falsified or mistakenly incorrect information, and you do not conduct this step, your final report is worthless. You've only verified that a nonexistent person has no negative findings about them, or you may be searching the right name in the wrong place. The SSN verification involves processing the SSN through databases that match the number to names found in credit bureau and other proprietary databases. This search will typically reveal the following information for the owner of the SSN:

Year and State of SSN issuance
Name variations
Maiden and married names
Date of birth
Addresses of residence for up to 20 years
Date of death (if owner of the SSN is deceased)

Criminal Record and Sex Offender Registry Search

Importance: High
Speed: Instant to 48 hours, depending on the jurisdictions searched.
Reason: You certainly don't want to rent your property to someone with a history of violent behavior. You also don't want to rent your property to someone with a history of drug trafficking, prostitution, theft, sex offenses or other illegal activities. It's your property, and it will be your liability at stake if a neighbor is hurt by a tenant that you placed without screening.

Past Evictions

Importance: High
Speed: Instant / Same Day
Reason: Everyone deserves a second chance, but an evictions search may reveal if someone has already used up their second, third or fourth chance. A tenant with a history of evictions can become very good at avoiding the boot and extending their stay to a year or more without making a single payment.

Liens and Judgments

Importance: Medium/High
Speed: Same Day
Reason: Circumstance is key when looking at Liens and Judgments. A judgment from a car accident or a tax lien of fifty dollars does not mean that a person is a high risk. However, a number of judgments or liens in recent years can indicate a pattern that you don't want to be a part of. Look at the amounts and case summaries. Judgments or liens based on non- payment of contracts are a solid red flag.

Bankruptcies

Importance: Medium
Speed: Same Day
Reason: Like evictions and other civil actions, you have to look at the circumstances. One bankruptcy does not make a bad tenant, but it does raise their level of risk. Multiple bankruptcies or multiple filings for bankruptcy that were not approved is a pattern.

Credit Report (availability varies as restrictions prevent easy access to landlords)

Importance: Medium/High
Speed: Instant/Same day for property management companies. Varies for landlords.
Reason: Credit reports are a powerful tool for establishing a person's financial history. They indicate years of payment history for virtually every credit card, car lease, or mortgage payment a person has, or has not, made, along with timeliness collections and overall debt. On the down side, credit reports are not much help when your tenant has little or no credit history. You could very well get a report that simply states an applicant's name and address.

Two years ago I would have said that a credit report should be a part of any tenant background check. They still are for property management companies. However, as an independent landlord, getting a credit report on an individual isn't as simple as it used to be. Beware of websites offering instant credit reports that you can conduct on other people. Many are scams to collect personal data, or sell you something other than an actual credit report. Independent landlords can obtain a credit report on potential applicants one of two ways.

1) Utilizing an authorized distributor such as SafeScreener.com Smart Moves. Through our partnership with TransUnion, we offer a combination criminal record database search and credit report to landlords. (evictions, liens and judgments are not included) This method requires the potential tenant to respond directly to the credit bureau's "emailed permission request" immediately after the report is ordered by the landlord. This is the credit bureaus way of assuring the landlord has the applicant’s permission to run the report. Note: Don't even think about trying to send the permission request to yourself as it has several security features to prevent this. Not to mention, it's a federal offense to do so. How quickly the applicant responds determines how quickly the landlord will receive the credit report. If the applicant doesn't have an email address, this process does not work.

2) Another simpler, and arguably more in-depth option we offer is our SafeScreener Tenant Due Diligence screening package. This option includes all searches listed above, minus the credit report.
The combination of evictions, liens, judgements and bankruptcy searches act as a safety net for finding financial problems without the use of a credit report.
To combine the thoroughness of this search with the historical financial data found in a credit report, we recommend requesting that the applicant provide a copy of their own credit report.   The advantage to this method is that the credit report will cost nothing for the applicant or the landlord, and it will not negatively effect the applicant's credit score, as it would in option one.
If this option is utilized, it's important to send the applicant to the proper source for obtaining their own credit report. The only website that should be used by an applicant, or anyone, to pull their own credit report is www.annualcreditreport.com. This is the one and only website that is absolutely free as it was established by the "Big Three" credit bureaus to comply with regulatory demands of the U.S. Government. There is no cost to view your credit report once a year, without a credit score. To view the numerical score, enable credit monitoring services, or view an updated report more often, will have a fee associated with the request.

The Bottom Line:
When it comes to renting property a landlord is loaning a valuable asset to (for all intensive purposes) a complete stranger.   The renter has a pretty good idea of what they are getting, as they can walk the property, try out the appliances and see most potential problems, if any exist.
Without a background check, the landlord is rolling the dice and has only a signed contract that may not be worth the paper it's printed on if things go south.   The renter that doesn't pay his rent is just as unlikely, or unable, to pay a civil judgment.   Your best defense from a bad tenant is to learn from their history. As we all know, history is bound to repeat itself.

For more information on obtaining tenant background checks, contact SafeScreener.com at 888.578.8600 or click on the following link http://safescreenertenantscreen.weebly.com/

Brad Jones is a licensed investigator and Director of Operations of Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. Please note: Any person or entity utilizing a third party to conduct applicant background checks for pre-employment or leasing purposes must follow applicable federal and state laws including but not limited to the Fair Credit Reporting Act. Articles, blogs, newsletter and other materials issued by Background Screening Consultants LLC (SafeScreener.com) should not be regarded as or substituted for legal advice.

Background Screening Consultants LLC
www.safescreener.com
650 W Lake St
Chicago, IL 60661
contact@safescreener.com
P: 888.578.8600
F: 888.548.0421

SafeScreener.com Receives A+ Accreditation From the Better Business Bureau

2011-11-08T15:38:00.000-08:00

We're happy to say that receiving an A+ on your report card doesn't lose any luster after you've graduated! The SafeScreener.com team is very proud to have earned the highest accreditation rating available from the Better Business Bureau!

While SafeScreener has consistently achieved A+ ratings with the Better Business Bureau since our inception in 1996, we recently chose to become an Accredited BBB Member which means we opened our doors to a more in-depth evaluation. Accreditation with the BBB raises the bar of our quality and service guarantee to all of our clients. We want current and potential clients to know that at SafeScreener.com, we gladly put our reputation and our BBB A+ standing to the test with each organization we have the honor to partner with.

Who's in the Driver's Seat of Your F.C.R.A Compliance?

2011-10-17T10:35:00.000-07:00

Human Resources professionals often make the assumption that their Fair Credit Reporting Act compliance is handled and/or monitored by another person, another department, or solely by the third party applicant background screening service. Simply assuming that you’re F.C.R.A compliant in your pre-employment screening processes can lead your company down a dangerous road. This road can end in steep Federal Trade Commission fines, or worse, a class action lawsuit.

Do any of these common F.C.R.A. compliance misconceptions sound familiar at your organization? If they do, your company may be at risk for compliance violations.

1. “We don’t run credit reports, so the Fair Credit Reporting Act doesn’t apply to us.”

2. “The background screening provider we contract with says THEY are Fair Credit Reporting Act compliant, which makes us compliant by default.”

3. “An applicant background check authorization should be part of, or attached to, your job application."

4. “We don’t have to tell the applicant why they were not hired if our company is located in an employ at will or fire at will state.”

5. “We use an online database that provides us a nationwide criminal record search. If a serious criminal record comes back on this report, we don't hire the applicant.”

6. "We don't hire anyone that has a criminal record in the last seven years."

The bottom line is very simple. If you're not certain who handles what aspect of your F.C.R.A compliance, you're probably not compliant one hundred percent of the time. Ask your pre-employment screening provider for documentation defining their role in F.C.R.A compliance, as well as what is expected of your company, the end user. You may be surprised to learn that simple steps are missing, or that basic compliance requirements are not being met. If so, you're not alone. Nearly half of the Human Resource professionals we polled in an anonymous survey could not define their role in providing F.C.R.A. compliance while screening job applicants.

Don't wait until you are legally obligated to provide documentation of your F.C.R.A. compliance procedures to a class action attorney. A simple F.C.R.A checkup can help identify problems now and prevent serious legal issues down the road. Now is the time to get your F.C.R.A compliance back on track! For a basic compliance checklist, email FCRAChecklist@safescreener.com or call 888.578.8600 x113. We’re here to help.

Click here to have a free quote on background screening services emailed to you.

Brad Jones is a licensed investigator and President of Background Screening Consultants LLC. Brad is an active member of the National Association of Professional Background Screeners and serves on the Chicago Chamber of Commerce's Workplace Well-being Committee. For more information on applicant screening services, or a free F.C.R.A. Compliance Checklist, please call 888.578.8600 x113 or email bjones@safescreener.com.

Social Security Number Randomization, and how "CBSV" can help.

2011-09-22T14:06:00.000-07:00

Important to: employers, propertymanagers, non-profit organizations and financial institutions.

As of June 25th, 2011...

Newly issued Social Security numbers, (assigned primarily to newborns and new U.S. Citizens), receivedan extra layer of protection from identity theft. That's good.

The Social Security Administration gained amore expansive pool of Social Security numbers to assign to individuals. Also good.

Employers,property managers, and non-profits inadvertently received a newheadache as a once straightforward method of verifying identity through Social Security numbers just became more difficult and more expensive. Not so good.

What changed?

Social Security number randomization went into effect on June 25th, 2011. This means that any Social Security number issuedafter June 25th, 2011 will be issued by lottery from a "pool" of allavailable remaining Social Security numbers, excluding a few blocks of numbers. Prior to June 25th, 2011, all the way back to 1936,Social Security numbers were issued based on a formula that included ageographic indicator or "area number" (the first three digits) and a"group number" (the fourth and fifth digits). The last four digits were known as the"serial number".
Randomization was deemed necessary for two reasons.

1) Population growth: In several areas ofthe United States, population growth has resulted in a shortage of available numbers based on theoriginal formula. The new random poolwill evenly distribute all available numbers to the areas that need them. Think of it as switching to a family plan onyour mobile phones which allows unused minutes from one person to be used byanother person that went over their limit.

2) Identity theft: With the explosive growth of the Internet and information access that goes with it, identity theft has run rampant in the past decade. Using the Social Security Administration's own"data issuance tables" along with death indexes, birth announcementsand other public data sources, identity thieves can literally construct Social Security numbers that will pass basic SSN Verifications, which simply report ifa number has been issued by the Social Security Administration, along with the stateand year of issuance. Randomization removes these tools from identity thievesfor newly issued SSN's.

How does thiseffect employers, leasing companies and non-profit organizations?

Virtually every employer, volunteer organizationor landlord that utilizes background checks to screen their applicants has aSocial Security Verification (often known as a "SSN Trace" or"Address History Verification") built in to their background screeningpackage. It is a valuable tool used bybackground screening companies that validates an applicant's Social Security numberthrough a multi-step process. Thisprocess involves...

Determining the State of Issuance via the area number.
Determining the approximate time of issuance via the group number.
Revealing a history of name, date of birth and address history associations via several proprietary databases.

With randomization now in effect, step one and two are undeterminable onNEW Social Security numbers as the "area"and "group" numbers are no longer coded in to the SSN. Step three will still be applicable indetermining the history of an active Social Security number once history of creditexists for the individual. (Note:Credit history is a major source of data for Social Security number verifications conducted by screening companies)

Of course, the vast majority of new randomized SocialSecurity numbers will be issued to newborns and children, thus postponing theeffect these numbers will have on employers/ leasors/ non-profits until today'schildren enter the workforce years down the road. However,employers that frequently hire immigrants that have newly issued SocialSecurity numbers will immediately notice that they're suddenly unable to verifyidentity in the pre-employment background check stage of hiring. While tools such as eVerify and SSNVS (SocialSecurity Number Verification System) are viable post employment solutions, it is ILLEGAL to use either of these options inthe pre-employment stage. Unfortunately,the result of proper usage of these alternatives (post employment) is anabundance of red-tape and time between the time of hiring and proper dismissal whena Social Security number appears to be invalid.

The Solution (Consent Based Social Security Number Verification System)

The only current solution to verifying that an individual'sname and date of birth match the Social Security number provided during anapplicant background check, is to ask your applicant screening provider toutilize the Consent Based Social Security Verification System. Known as "CBSV", this system represents the first time the Social Security Administration has granted access directly to pre-employment background screening providers. This relatively new (new in the sense that it is finally cost effective and easily accessible) system is also the only method to verify that a new Social Security number belongsto an applicant before you hire them. Onceagain, other methods such as SSNVS and eVerify are only legally accessible afterthe applicant has been hired.

Is it Free?
Like most things in life, no. The Social Security Administration invested a great deal of tax payer money into creating this new service, and they have established a structured fee schedule to access the information. Exact costs depend on the service you use to connect with the system. Expect to pay fees between 7 and 15 dollars per search.

While the CBSV will slightly raise the cost ofbackground screening across the board, the ability to determine a false identity before an applicant is brought on-board FAR outweighs the alternative. Discovering an employee's Social Security number is false through eVerify or SSNVS once they're employed can results in a labyrinth of procedures and red-tape, which equals time and money. Spending a few extra few dollars on the front end will save you a bundle on the bottom line.

For questions or pricing in regards to CBSV,SSNVS, eVerify or other acronyms that effect your applicant screeningprocesses, please email contact@safescreener.com or call 888.578.8600x113. We're here to help!

Please note: Recommendations in regards toF.C.R.A Compliance and industry best practices issued by Background ScreeningConsultants LLC (SafeScreener.com) should not be regarded as or substituted forlegal advice.

Is Your Pre-Employment Screening Provider Safe Harbor Certified?

2011-08-16T13:00:00.000-07:00

The best applicant isn't always around the corner, or even in the next state. The world is quickly becoming a smaller place with a diverse workforce essential for international services and trade.

FACT:

Currently over 12% of the U.S. population consists of foreign born residents.

That means 12 percent or more of your applicant background checks may involve international criminal record searches, international education verifications, and international past employment verifications.

You need a background screening company capable of retrieving data from anywhere in the world. You also need a screening agency that will keep your applicant's sensitive information secure by following the data transmission laws of the United States, as well as countries abroad.

One way a company can demonstrate their commitment to data security and international compliance is by completing a government certification process known as Safe Harbor. This certification ensures that a companies policies and protocols meet the standards of both the United States and European Union; each a leading proponent of applicant privacy.

BULLET POINT BENEFITS OF THE U.S.-European Union SAFE HARBOR PROGRAM:

The U.S.-European Union Safe Harbor program provides a number of important benefits to U.S. and European Union firms. Benefits for participating U.S. organizations include:

All 27 Member States of the European Union will be bound by the European Commission’s finding of adequacy.
Organizations participating in the U.S.-EU Safe Harbor program will be deemed adequate and data flows to those organizations will continue.
Member State requirements for prior approval of data transfers either will be waived or approval will be automatically granted.
Claims brought by EU citizens against U.S. organizations will be heard in the U.S. subject to limited exceptions.

SAFE HARBOR BULLET POINT CERTIFICATION GUIDELINES:

Notice - Individuals must be informed that their data is being collected and about how it will be used.
Choice - Individuals must have the ability to opt out of the collection and forward transfer of the data to third parties.
Onward Transfer - Transfers of data to third parties may only occur to other organizations that follow adequate data protection principles.
Security - Reasonable efforts must be made to prevent loss of collected information.
Data Integrity - Data must be relevant and reliable for the purpose it was collected for.
Access - Individuals must be able to access information held about them, and correct or delete it if it's inaccurate.
Enforcement - There must be effective means of enforcing these rules.

While Safe Harbor certification isn't a 100% guarantee that a company will follow the required guidelines, any company which is self-certifying must designate, and pay, for a third party mediation/arbitration firm which would investigate claims against the company for not following Safe Harbor policies.

THE BOTTOM LINE:

If you use applicant background checks, you will likely need access to international searches in the near future. Choose a company that has taken the time and effort to earn their Safe Harbor Certification as an extra layer of protection for your company and your applicant's data. Safe Harbor is technically a "Self-Certification" Process, but that doesn't mean any company can bare the seal of Safe Harbor Certification. Along with the previously mentioned designation for third party mediation/arbitration, privacy policies and security guarantees must be submitted for review and approved by the U.S. Department of Commerce. These policies must also be displayed on the companies public access web site. For a list of Safe Harbor Certified companies, click here.

Questions on Safe Harbor or other international background screening topics?Feel free to give us a call at 888.578.8600 or email contact@safescreener.com. We're here to help! Get a quote now.

Background Screening Consultants LLC, (DBA SafeScreener.com) is a Safe Harbor Certified company and proud member of the Chicago Chamber of Commerce and National Association of Professional Background Screeners. SafeScreener.com provides pre-employment screening services in the United States as well as criminal record searches, employment verification and education verifications in over 250 countries. View Our Safe Harbor Certification

SafeScreener.com's new "MVR ALERT" System Automatically Notifies YOU to Any Change in the Driving Record of Your Employees!

2011-07-15T08:58:00.001-07:00

If your business relies on vehicles getting people and/or goods from point A to point B, then you're well aware of all the things that can go wrong in-between. Each vehicle and driver is the responsibility of the organization. You're insured, but even your insurance coverage is contingent on the fact that your employees maintain a nearly perfect driving record.

Relying on rumors and word of mouth from other employees is a dangerous, yet common method for employers to decide when to run a motor vehicle report on employees. Along with being a highly unreliable approach, you risk discrimination claims, negligent retention claims, wasted time and wasted money. For peace of mind and for the protection of your company, you need accurate information, and you need to know sooner than later when any of your driver's have been issued a violation.

The Solution...

We are pleased to introduce SafeScreener.com's new MVR ALERT system! With our new motor vehicle driving record alert system, YOU are notified automatically when any one of your drivers has a change to the status to their driving record. For example, an email "ALERT" is generated and sent directly to you when any of the following occur...

New Traffic Violations
Traffic Convictions
License Revocations
Licence Suspensions
License Expiration
Mandatory Renewals

The fact is, even if you currently run a driving record on new employees, it won't prevent the liability associated with violations that a driver incurs after that point. SafeScreener.com's MVR ALERT automatically tracks and processes any required driving record reports from the first day of employment. Annual or quarterly driving records occur automatically and exactly when they're supposed to, from the point of hire onward. Furthermore, MVR ALERT monitors the driving record throughout the year. You'll know when an incident occurs, allowing you to take necessary measures now, instead of waiting months while the situation potentially becomes far more serious.

The Bottom Line...

SafeScreener.com's MVR ALERT system can reduce employer liability and ensure that only eligible drivers operate company and/or personal vehicles during company time. Our service automates and streamlines the way employers monitor their drivers and manage driving records. MVR ALERT automatically checks, tracks, organizes and pinpoints important driving record notifications to risk managers of new driving violations, DUI convictions, license suspensions, cancellations, revocations and approaching license renewal dates. Notices with summarized details of new occurrences will be provided to specified account managers/risk managers each month so appropriate actions may be taken to avoid costly claims, negative press coverage and administrative costs.

Call us today for more information about SafeScreener.com's MVR ALERT system. 888.578.8600 x113 or e-mail your questions to contact@safescreener.com. We're here to help!

Please note: Recommendations in regards to F.C.R.A Compliance and industry best practices issued by Background Screening Consultants LLC (SafeScreener.com) should not be regarded as or substituted for legal advice.

Don't Let F.C.R.A. Adverse Action Rules Have an Adverse Effect On Your Company!

2011-06-07T12:08:00.000-07:00

F.C.R.A Compliance doesn't have to be daunting. In fact, it's pretty easy to stay on track when you have built in tools and guidance through your screening provider. If you're not sure about your procedures, have new HR employees, or just need a refresher, give us a call. We're here to help!

NEW and VERY IMPORTANT: Did you know...

A recent civil court action involving F.C.R.A. (Fair Credit Reporting Act) compliance as well as a Federal Trade Commission staff opinion letter have prompted our issuance of a strongly recommended update to our client's "Adverse Action" procedures.

Our Recommendation: Once defined simply as "reasonable", we are recommending that the allotted time between Pre-adverse Action Notifications and Final Adverse Action Notifications be at least five business days.

Quick Overview: For those who may not deal directly with the hiring/screening process or are simply unaware of how the F.C.R.A. regulates applicant background screening, here's a quick overview...

Adverse Action is defined by the Federal Trade Commission as..."denying a job application, reassigning or terminating an employee, or denying a promotion" based on the results of a consumer report (background report). When such Adverse Action takes place, the proper steps must be taken for the protection of the applicant and the employer. You can view our summary guide, "Adverse Action Made Easy", in the attached document. Or view the entire Fair Credit Reporting Act here.

The Bottom Line: Consider the fact that anything less than five days, win or lose, is being argued in court as less than reasonable.

The safe bet is to require your hiring managers to wait a minimum of five business days between the issuance of a Pre-Adverse Action Notification and the issuance of a Final Adverse Action Notification. This will allow the applicant more than sufficient time to dispute any negative findings in the background check directly with the reporting agency (SafeScreener), which is the purpose of this waiting period.

Also Important: In case you missed our last newsletter, be sure your applicant background check authorization form is always a stand-alone document. This is another simple, yet often overlooked, aspect of Fair Credit Reporting Act compliance. If your organization's background check authorization is currently combined with your general employment application, (a paragraph on the last page for example) our suggested plan of action is to remove the text completely from the job application and utilize the SafeScreener.com applicant authorization form separately. Learn more about applicant authorization forms in our April Newsletter.

As always, if you have question on these F.C.R.A. compliance procedures or other matters, just e-mail your questions to contact@safescreener.com or call 888.578.8600 x113. We're here to help!

Please note: Recommendations in regards to F.C.R.A Compliance and industry best practices issued by Background Screening Consultants LLC (SafeScreener.com) should not be regarded as or substituted for legal advice.

Important E-Verify News Update for Georgia and Indiana Employers

2011-05-29T08:39:00.000-07:00

But first...what is E-Verify?

E-Verify is web based government data system that allows employers, or designated agents of employers, to compare information from an employers "Form I-9 Employment Eligibility" to the Department of Homeland Security and Social Security Administration records to confirm employment eligibility of the applicant. Not to be confused with the Social Security Verification System "SSNVS" which we talked about previously.

If you don't yet utilize E-verify or even know what it is, you're not alone. This government program was spawned from the Illegal Immigration Reform and Immigrant Responsibility Act of 1996, but has had a bumpy ride to usability and acceptance. Aside from initial voluntary testing, employers didn't start enrolling in the pilot program until 2001. Employer feedback quickly demonstrated that a great deal of changes were needed. Since that time the E-Verify system has been overhauled for ease of use, accuracy and web integration needs. The federal government would like all U.S. based employers to use the system in order to prevent the hiring of undocumented workers. As of 2010 the system only serves 216,000 enrolled employers of the almost six million U.S. businesses. This lack of enrollment is due primarily to push back from many states refusing to require, and in some cases banning, its use.

Where does this leave most employers? Confused, to say the least. That doesn't change the fact that some states currently require E-Verify's use in varying degrees. Some require E-Verify to be used only by businesses that receive government contracts, others require it for ALL employers. Hefty fines are in place for those that are required to use it but do not, so it pays to know current state laws keep a close eye on new legislation.

The Latest (May 27 2011)...

Georgia- Illegal Immigration Reform and Enforcement Act: This new law will require ALL Georgia businesses with more than 10 employees to begin using the federal E-Verify program to confirm work eligibility status of new employees.

Timetable for Georgia employers to implement E-Verify...

GA employers with 500 or more employees: Jan, 1 2012

GA employers with 100 to 499 employees: July, 1 2012

GA employers with 10 to 99 employees: July, 1 2013

Indiana- Bill 590: As of July 1, 2011 all state agencies, state contractors and state sub-contractors will be require to utilize the federal E-Verify program to confirm work eligibility status.

Map of States With E-Verify Requirements (provided by NumbersUSA.com)

Questions on implementing E-Verify into your applicant screening program? Cal 888.578.8600 x113 or email contact@safescreener.com for more information on SafeScreener.com's simple E-Verify solution!

Business Background Checks...The OTHER Background Check.

2011-03-07T08:50:00.000-08:00

The risk involved with hiring an employee is well understood, making pre-employment background checks a routine practice for most companies. Business background checks however, are far less commonplace; but why? Excluding small daily purchases and transactions with historically reputable companies, the level of trust you (or your company) extend to a corporation you chose to deal with can be extraordinary. Yet conducting background research on companies is rare in comparison with screening individuals.

Business background checks are complex because businesses play by a different set of rules. Realistically, you and I cannot drop our identity and start over when things go bad, our debts become too great, or our reputations become tarnished. Corporations can and often do. Along with completely dissolving a business or filing for bankruptcy, corporations may operate under alternative names known as “DBA’s” (Doing Business As), appear as local companies online, but physically exist overseas, or be registered as foreign corporations while soliciting business within your state. Proper screening requires a broad and extensive expertise. Fewer companies offer business screening for these reasons. As always, watch out for companies online claiming to instantly tell you everything about a company for a small fee along with a subscription to their database. There is no one size fits all method of conducting business background research and thorough results can and will not be instant.

Structure is Key!

The structure of a business background check is best determined by the purpose of the check and the level of risk. Here are just a few common needs for business background checks and sensible corresponding screening packages

Level One: Personal Consumer Protection

A basic business background check doesn’t have to cost an arm and a leg. A “level one” business background check can be performed in the area of $50. If you’ve ever had the misfortune of dealing with a company that you paid money to up front and never received a service, or had to repair a situation caused by bad service, the fee for a basic business background check will feel like the best money you’ve ever spent. As an example, a level one background check best corresponds to the following needs.You’re in the market to…

Hire a contractor.

Utilize a dog walking service.

Retain a babysitter or nanny through a service.

Move grandma into a retirement home.

A "Level One" screening package would generally answer the following questions.

Are they incorporated or registered with the state?

Have they been in business for a significant amount of time to have “expertise”?

Are they a DBA “Doing Business As” another name?

Are there unresolved complaints filed against them with the Better Business Bureau?

Have their past clients filed lawsuits against them for breach of contract or any other reasons?

Do they utilize criminal background checks on their own employees?

Level Two: Large Personal or Business to Business

Transaction.Maybe it’s property, machinery, equipment, vehicles, or even a timeshare. Whatever the case, you (or your company) will be entrusting this business with a large sum of money. A “Level Two” business background check would include the basic research of a “Level One” screening package and also go a few steps further. For example, we would seek to answer the following questions for our “Level Two” business background check:

Are they Incorporated or registered with the state?

Are they licensed and or Insured?

Have they been in business for a significant amount of time to have “expertise”?

Are they a DBA “Doing Business As” another name?

Possible additional searches on DBA’s discovered

Are there unresolved complaints filed against them with the Better Business Bureau?

Have their past clients filed lawsuits against them for breach of contract or other reasons?

Who are the principals of the company?

Have the principals of the company filed for bankruptcy multiple times?

Does the owner or principal have litigation against them from prior clients?

Does pending litigation or tax liens, suits, or other judgment put the owner/principal in a financially difficult situation? (You don’t want your money going to pay off other debts instead of paying for materials, labor, etc.)

Level Three: Business to Business Venture

Once your company joins forces with another company for a project, marketing campaign or other venture, their skeletons can potentially become yours. Their reputation can be reflected on you, and sometimes, their legal problems and can become your legal problems. A business to business venture is too significant not to invest in a thorough business background check. Once again, building on key parts of the “Level One” and “Level Two” business background checks, important research would include…

Are they incorporated or registered with the state?

Are they licensed and or Insured, and to what degree?

Have they been in business for a significant amount of time to have “expertise”?

Are they a DBA “Doing Business As” another name? (Possible additional searches on DBA’s discovered)

Are there unresolved complaints filed against them with the Better Business Bureau?

Have their past clients or business partners filed lawsuits against them for breach of contract or other reasons?

Who are the principals of the company?

Have the principals of the company filed for bankruptcy multiple times?

Does the owner or principal have litigation against them from prior clients?

Does pending litigation or tax liens, suits, or other judgment put the owner/principal in a financially difficult situation? (You don’t want your money going to pay off other debts instead of paying for materials, labor, services etc.)

Are the owners or principals involved with other corporations that would pose a conflict of interest?

Is this company as prosperous as claimed? (It’s not difficult or terribly expensive to make a professional looking website. What’s behind the website is what really matters.)

How long has the website existed?

How much traffic does their site receive?

Who links to them?

How much are they spending to market their website or product online?

What’s the reputation of the business online?

Who’s talking about them and what’s being said?

If no “buzz” is out there, why not?The examples could certainly go on.

These basic packages can be modified for use in intellectual property research, business profiling for acquisition, “know your client” regulations in the financial industry and other specific needs. The bottom line is, spending roughly one percent of the “purchase price” or estimated cost of the transaction can save you exponentially over the cost and time of dealing with a irresponsible or deceptive business after the damage has been done. You’ll never regret proceeding with caution!

If you have questions on business background screening or would like additional information, please email contact@safescreener.com or call 888.578.8600 x113

How Do I Choose the Right Criminal Record Searches for Our Employment Screening Process?

2011-01-13T14:21:00.001-08:00

Simply telling an employment screening company that you want a criminal record search as a part of your employment screening package is comparable to telling a chef that you'd simply like a steak. The chef needs details if you want to get the meal you expect.

A common scenario we encounter when HR professionals first contact us, is that their current screening provider never really evaluated their needs before initiating a pre-employment screening package on their applicants. We often find that the scope of the criminal record searches they're receiving, is very different from what they thought they we're purchasing. The result is a far less effective screening package and a much higher risk of missed records. In essence, they're paying for sirloin but getting served hamburger.

It can certainly be complicated to determine the best type of criminal record search (or combination of searches) to perform in order to get the most relevant results. If you understand the basics, it becomes far simpler to ask for the right services. The principal factor that should be taken into account is the type of work the employee will be conducting: eg: physical labor, management, sales, financial, IT, or working with children/elderly.

Examples:

Applicant "A" is going to be working with the elderly or children. In this situation it's essential to check for sex offender records and complaints from the the Department of Health and Human services. A Nationwide Criminal Record and Sex Offender Search would be a cost effective starting point. A comprehensive Nationwide Criminal Record Database Search will include both a multi-state sex offender registry search and the department of Human Services Exclusions List. Check with your provider to be sure. Budget permitting, (and strongly suggested) County Criminal Record Searches should be added based on residence history to locate other types of criminal records. While Nationwide Criminal Record Searches offer a broad view of criminal records across the nation and often store 500 million plus archived criminal records, they still have many holes in their coverage. Aspects of the data, such as the sex offender registry, can truly be considered nationwide. However, when it comes to misdemeanor and felony records, not every county contributes data to these searches. In fact, most counties do not directly contribute. The information is gathered from those counties which are accessible digitally, plus several state repositories, department of corrections records, government agencies and other public record sources. A good Nationwide Criminal Record Search provides a great bang for the buck. In spite of its name, a Nationwide Criminal Record Search should never be considered a complete search of criminal records throughout the country.

Applicant "B" is applying for a comptroller position with a medium sized company. He will have access to all of the company's financial information and other confidential data. A Nationwide Criminal Record Database Search, County Criminal Record Search and State Repositories could all come back as NO RECORD FOUND even though this person had committed embezzlement at another company and was just released from federal prison. This is because the federal courts are a completely separate court system with separate records. A Federal Court Record Search would be vital for persons in positions with access to confidential company data, signatory power, or upper level management. Only eight percent of all criminal records will be found at the federal court system, though cases that do exist are typically quite serious in nature. Budget permitting, a Nationwide Criminal Record Search and County Criminal Record Searches based on residence history should be added to cover the ninety two percent of non-federal criminal records which may reveal additional crimes.

Applicant "C" is applying for a warehouse position where he will operate a forklift and prep merchandise for shipping. A Federal Criminal Record search would NOT disclose this applicant's behavioral tendencies as told by his repeated convictions for aggravated battery, disorderly conduct, possession of a controlled substance, DUI, and theft of property. A County Criminal Record search based on residential history would be the most appropriate search to locate common behavioral crimes handled by local police. County criminal records are considered the "bread and butter" of criminal record screening for employment purposes. This is because the searches are usually conducted on site at county courthouses, where the information is very thorough and up to the day accurate. Budget permitting, a Nationwide Criminal Record Search should be added as a broad safety net for additional criminal records that originated outside of the applicant's residence history.

What about Statewide Criminal Record Searches?

Statewide Criminal Record Searches are one of the most misunderstood and frequently overrated types of criminal record searches. In part because of how the states operate their state repositories, and in part because of how different screening companies define a Statewide Criminal Record Search.

Depending on the applicant screening provider, the term "Statewide Criminal Record Search"can imply any one of three searches:

BEST OPTION(in a limited number of states): A search of the states designated repository often controlled by the State Police, Bureau of Investigation, or Department of Law Enforcement.

A search of a proprietary database that scans records from several sources such as sex offender registries, department of corrections, and any available counties within that state. The downside to this type of Statewide Criminal Record Search is that the county coverage may only include a few counties from the entire state, or the information may only be updated periodically. When using this type of search you should ask your provider for a full coverage detail that lists sources of data and update frequency. If your provider states that this information is confidential, find a new provider.

WORST OPTION: Department of Corrections records are limited to convictions in which the offender served time in a state correctional facility. In many cases, that means that the sentence had to be for more than a year. Less than a one year sentence can result in time served at a county jail depending on the jurisdiction, inmate population, etc. In either case, these searches exclude almost all misdemeanors and many felonies. With plea agreements, house arrest, or other programs which reduce actual time served, even serious repeat offenders may not have been handed a prison sentence of a year or more.

Unfortunately, only a few states have excellent state criminal record repositories that are accessible and cost effective in terms of employment screening. Most states lack either the technology, accessibility, or accuracy to be used as an effective criminal record screening tool, in which case County Criminal Record Searches based on residence history are a far better option.

Example:

Illinois: The IL State Police offer a consolidated Statewide Criminal Record Search that (in theory) covers the entire state and dates back to 1950's in some cases. However, the search is not a practical tool for most screening agencies as the Illinois State Police does not operate like a business that has a responsibility to fulfill it's clients needs with optimal service. They operate more like a government agency (think DMV). We (the screening agency) might receive our search results back in a day, but we also might not receive the results for six weeks. We won't know the reasons why(other than "it's under review"), and if any bit of information is not exact (say the birthday on record was one day off) the result will be returned as NO RECORD FOUND. The lack of consistency and risk of missed records prevents this statewide search from being a viable option in most cases. Similar scenarios apply to many states, which is why your screening provider should advise you when a statewide criminal record search is a good or bad option. When they do recommend the use of a statewide criminal record search, they should disclose the type of search they utilize and details on the data.

Click on the following link to view our summary chart comparing the different types of criminal record searches discussed here. Save this link to your favorites as a convenient summary reference of criminal record searches.

http://www.safescreener.com/criminalsearchtypescomparisonchart.htm

Questions on this or any information on applicant background screening services, please feel free to contact us at: 888.578.8600 x113 or contact@safescreener.com

Diploma mills are bringing a higher degree of liability to your workforce.

2010-10-01T15:25:00.000-07:00

Diploma mills are churning out tens of thousands of “graduates” each year. Their “alumni” armed with authentic looking Bachelors, Masters and Doctorates degrees worth no more than the paper they're printed on. Regardless, their implicit value is tested when presented to employers looking for qualified applicants possessing those actual academic credentials. These unscrupulous individuals end up at your job fairs, in your interviews and often competing for your job. The following information, along with a diligent applicant screening program, is an employer’s best defense against modern day diploma mills.

What’s the difference between Diploma ”A” and Diploma “B”?

At face value each diploma represents the completion of an MBA program from an arguably prestigious school. Each degree signifies two years hard earned post graduate credits and a huge personal investment of time and money to furthering one's education. Each one defines the character of the person as someone striving to exceed the status quo and take their career to the next level. Beyond face value, "A" is everything mentioned above while "B" is simply a lie.

Why would someone purchase a fraudulent degree?

The long standing temptation lies in substantial financial gain and social status for those who don’t get caught. Add to that the desperation of job seekers to get an edge on the competition during a recession, and you have a significant percentage of applicants willing to step outside their ethical bounds.

How difficult is it to obtain fraudulent diploma?

Not difficult at all. Anyone with access to the Internet can find several options to order fraudulent credentials in a matter of minutes and have them shipped straight to their door. These websites will often market them as novelty items or replacements for lost documents. A few though, take the openly crooked approach and market “fake academic credentials” to “enrich your life”. A diploma for the academic achievement of your choice, full transcripts and even class rings are available to those willing to pay between $50 and $5,000.

Do people get away with it?

Yes, and in just about every industry. A small fraction of documented cases in which professional careers were gained through false academic credentials include; pediatricians, sex-abuse counselors, college vice presidents, child psychologists, athletic coaches, engineers, chemists and accountants. Even the United States Government is not immune to fraudulent academic credentials. A 2004 investigation by the Federal Government Accountability Office reported that 463 federal employees had degrees from diploma mills or unaccredited schools, including 28 senior-level employees.

Is it illegal to use false academic credentials?
A number of variables can make the difference between “ethically misguided” and a criminal offense. Unlike most countries with top tier universities, there’s no federal law in the United States that specifically prevents the purchase or sale of faux diplomas. Nor is there a federal law that makes it a crime to claim an unearned educational achievement on your resume. Furthermore, the U.S. Department of Education simply lacks the authority to prevent deceptive businesses from using the term “university” or claiming their own (meaningless) accreditation. The FBI and FTC have made efforts to crack down on diploma mills, sighting consumer protections acts, tax evasion and deceptive practices, but the efforts are sporadic at best. Several states have taken it upon themselves to outlaw the practice within their jurisdictions. To date, 15 states have enacted legislation to make the sale or use of fake academic credentials illegal within their jurisdictions. These states include: Hawaii, Illinois, Indiana, Maine, Michigan, Mississippi, Nevada, New Jersey, North Dakota, Oregon, South Dakota, Texas, Washington, Virginia and Wyoming.

The following (real) scenarios demonstrate legal recourse that has resulted from employment gained using false academic credentials. In these cases, after the damage was done.
Scenario 1: An individual fraudulently claims to possess an MBA from an elite New York university and successfully obtains a position at a fast growing investment firm. His lack of education was discovered only after clients amassed losses in the millions due to bad investments and misappropriations of funds. The Securities and Exchange commission is seeking a permanent injunction against the employer while the U.S. Attorney's office has filed criminal charges on the individual for misconduct.
Scenario 2: A fraudulent doctorate degree leads to a position as a pediatrician at a specialty clinic. An 8 year old girl’s mom is advised to stop using insulin for her daughter’s treatment of diabetes as the “doctor” feels it’s not necessary with his new dietary recommendations. The girl’s mom follows the doctor’s advice and the girl dies within days. The false credentials were discovered and the "doctor" was charged and convicted on felony counts of manslaughter and practicing medicine without a license.

What’s the difference between a “Novelty Diploma Store” and true “Diploma Mill”?

A diploma mill can also be a novelty diploma store, but technically not the reverse (regardless of the stores name). This is because a novelty diploma store sells academic “novelty” credentials from your choice of existing universities. You can buy a law degree from Harvard or an MBA from Wake Forest, etc. They can look extremely authentic and be accompanied with transcripts, leather bindings, class rings, etc. However, an education verification that is done properly will prove and document that the institution has no records to match the novelty diploma. The employment screening company will then work with the schools records department to verify if the credentials are in fact counterfeit. Modern day “Diploma Mills” take fake credentials to the next level. Diploma mills may offer novelty credentials to existing schools, but they also have an assortment of their own “educational institutions”. Some require only cash to obtain a degree of choice, while others make a feign attempt at legitimacy by requiring a short exam (everyone passes), essays on life experiences or even text book purchases. These small steps, along with your payment, will grant you a degree in a matter of days. A diploma mill’s pricier packages (which can put you out several thousand dollars) will include some or all of the following information, usually based on a nonexistent foreign university…

Diploma and Full Transcripts
Active website with information about the institution.
Active email address: to respond to emailed verification inquiries
Fax number: to respond to faxed verification inquiries
Toll free number to call center: to respond to live verification inquiries
Mailing Address: to respond to mailed inquiries and “exist” on map searches.

How can diploma mills afford all this?

There's actually very little costs in supporting a few websites, phone numbers and email addresses. Furthermore, the U.S. government estimates that top selling diploma mills are taking in at least 50 million dollars of annual revenue each.

How can anyone prove a university is not legitimate if all this information exists on the institution?
A skilled pre-employment screening agency has the tools and experience to judge the authenticity of academic institutions. Our tools include databases of known diploma mills, databases of illegitimate accreditations, databases of toll free numbers for known call centers, property records and much more. This doesn't mean a human resources professional, hiring manager, or small business owner can’t take steps to prevent these frauds from even getting to the applicant screening process. Here are a few red flags to watch for and steps you can take that may necessitate further research you can watch for in the preliminary stage of sifting through candidates resumes.

The name of the educational institution.

Is the name very similar to a well known university, but not exact?
Does the name and location imply a satellite campus of a popular college, but it doesn't specify the relationship?

Contact Information

Does the applicant list a contact number for the records office right on the resume or application form? As much as we love it when applicants provide thorough information on their past employers and education, the fact is people rarely take the time and effort to look up the records department of their alma mater for a job application. When an applicant has listed a diploma mill, they will usually provide the contact information (which goes to the diploma mill call center) to prevent the screening company from conducting further research.
Is the contact number toll free? Rarely will a university have a toll free number to their records department unless it's to a third party, such as "Student Clearinghouse", which is contracted by the school.

The location of the university in relation to the applicant.
Sure, some people go abroad to study, but it’s far less common for U.S. residences to obtain a degree overseas than it is for non-U.S. residents to come to the States for their studies. The United Kingdom is a haven for fictional universities because there is a high regard for the university level educational system in the UK, and it’s typically deemed more acceptable to employers in the United States if they haven’t heard of a specific foreign university.

Go to the website. While diploma mills may have this aspect covered with all the bells and whistles listed above, there’s typically no depth to the “straw website”. Observe the content and click on the links.

Are there local contact numbers and specific email addresses for most departments, as opposed to the same 800 number and general email address listed multiple times?
Is the content flat,or is it dynamic and changing? Universities always have events, registration calendars, job fairs, alumni gatherings, etc.
Click the links. Are there active links for sports teams, clubs, student committees, faculty contacts, and alumni resources?
Observe the language used on the website to describe courses, schooling and their mission statement. Some diploma mills try to avoid law enforcement interference by never claiming (in publicly available information) that they are a conventional university. They leave out specifics of what they offer to students and who they are accredited through. When descriptions seem fuzzy or they emphasize life experience over curriculum, red flags should be popping up in your head.

Once viewed as a victimless crime or simple esteem booster, fraudulent academic credentials have become a dangerous and common fraud. This deceptive practice not only cheats deserving applicants that invested years into earning a quality education, it puts the reputations of good businesses and the safety of individuals at risk. Your best defense is a proactive approach. An applicant screening program should always include verification of education achieved. (the highest level achieved at a minimum) A reputable screening company will “sniff” out the diploma mills through diligent research and expertise, protecting your business from irrefutable harm that can quickly be inflicted by fraudulent “professionals”.

If you have questions or comments on diploma mills, background screening services, or any statistics presented in this article, please contact…

Brad Jones
http://www.safescreener.com/
888.578.8600
contact@safescreener.com

Past Employment Verifications vs. Professional Reference Verifications

2010-08-26T06:31:00.000-07:00

When it's time to create (or update) your applicant screening package, which packs more punch for the price?

While utilizing two or more of each verification type is ideal, we understand it's not always budget permissible. The following information will help you decide which form of verification is more suitable to your need. The fact is, a well constructed screening package will deliver the most relevant information for the least amount of money.
Here's the basics of each.

Past Employment Verifications:
Past employment verifications will typically provide the following information...
-Confirmation of hire and termination dates.
-Confirmation of the applicant's title while employed.
-Eligibility for re-hire
-Confirmation of Salary (optional)
-Comments on performance (when available)

Tip: get the most out of employment verifications by...

1) Asking applicants to provide direct contact information to their supervisor. Supervisors will often yield more information about the employee's performance, along with verifying the dates and title of employment. Human resources personnel tend to be more cautious about revealing information about past employees other then confirming dates of employment and title.

2) Asking the applicant to provide detailed and legible company contact information on the past employers they list. Valuable time can be lost leaving messages for incorrect branches of large corporations or for companies with similar sounding names due to limited or indecipherable information provided by the applicant.

Professional (character) Reference:
The scope of a professional reference verification is quite different than that of a past employment verification. For this type of verification we contact people that worked directly with the applicant. We inform each individual that they were listed personally as a character reference so they understand it is not an employment verification better suited for the HR department. The professional reference can be a supervisor. general co-worker or someone they regular communicated with through work such as a recurring client.

The information obtained during a professional reference verification will often consist of the following.

-Approximate dates the individual worked with the applicant. (may not be identical to the actual dates of employment)
-Title of applicant.
-Summary of responsibilities of applicant.
-Summary of strong or weak points of applicant's work habits based on opinion of the reference.

Tip: get the most out of professional references by...
1) Asking the applicant to provide references that worked with them directly for extended periods of time.
2) Asking the applicant NOT to provide references to which they are related to or have a personal relationship with.
3) Requiring the applicant to provide references to more than one past employer whenever possible.

Each type of reference verification has it's positive and negative aspects. Here are a few notable ones.
Past Employment Verifications: Positives
1) Highly accurate and consistent for confirmation of employment dates and title.
2) Nearly impossible to spoof with false information as "suspicious" company information is verified through corporate records and directory listings.

Past Employment Verifications: Negatives
1) Often limited or no information on performance or character
Professional Reference Verifications: Positives
1) Frequently provides approximate dates of employment and title information as well as character and performance information.

Professional Reference Verifications: Positives
1) Frequently provides approximate dates of employment and title information as well as character and performance information.

Professional Reference Verifications: Negatives
1) Greater likelihood of applicant attempting to use friends or family to act as positive references regardless of actual working relationship.

To decide what's right for your screening package, take into account the responsibilities of the position. Is length of employment and salary a key indicator of success? If so, you'll definitely want past employment verifications for the most accurate factual data. However, if charisma and leadership is key, the descriptive nature of professional character references will deliver on the details. If you're still on the fence, just give us a call. We can help evaluate your need and recommend a cost effective plan!

Call or email today for more information. We're here to help!

888.578.8600 contact@safescreener.com

Governor Quinn Signs Law to End Pre-Employment Credit Checks!

2010-08-11T16:15:00.000-07:00

Is this the end for pre-employment credit checks in Illinois?!?!
The latest press release from the governor's office would have you think so. Governor Pat Quinn is touting himself as a hero to the unemployed having just signed a bill into law that he says will “stop employers from denying a job or promotion based on information that is not an indicator of a person’s character or ability to do a job well."
Well...I think his heart is in the right place. (Do politicians have those?) Either way, the law's not as harsh as it sounds, nor did it need to be in my opinion.

Most of the fear that people have about employers using credit reports has been manifested by the credit bureaus themselves. Credit bureaus spend tens of millions of dollars each year on catchy marketing campaigns that warn us that our credit report will affect our ability to land most any job or get a promotion. Why would they do that? you ask. They do it so we must go to their (or their affiliates') websites to retreive our "free" credit report. Once there, we find out it's not free at all if we want to see our credit score and they also try to sell us credit monitoring for "our protection".

The fact is, most employers use credit reports only when it makes sense to do so. After all, they want to fill positions quickly and they don't want to pay for extra services they don't need. Visit our previous posting (Why do Employers Want to Check My Credit Report 07/28/2010) , for more details on why employers check credit.

Certainly there are companies out there who abuse their access to credit reports as well. Quinns' new law should be a good deterrence for preventing unnecessary and potentially discriminative use of credit checks. However, for employers in Illinois that have a legitimate purpose for using credit report information, they need not worry. There are exceptions to every rule and this bill has several in the fine print. Here's the facts on when Illinois employers are STILL able to access credit reports for pre-employment screening after House Bill 4658 goes into effect on Jan 1st 2011.

Employers may access credit checks under limited circumstances, including positions that involve

a. bonding or security per state or federal law;
b. unsupervised access to more than $2,500;
c. signatory power over businesses assets of more than $100;
d. management and control of the business;
e. access to personal, financial or confidential information, trade secrets, or state or national security information.

As you can see, these exceptions "access to confidential information" or "trade secrets" allow quite a bit of room for interpretation. That's not an invite to abuse the loopholes. Ultimately, a court of law would decide if a company was too liberal with the exceptions, and there's no need to be made an example of.

Let's hope that House Bill 4658 serves it's intended purpose and allows more job seekers in Illinois not to worry about being judged by unavoidable credit damage in the wake of this recession. At the same time, employers can breathe easy that positions that really need to take financial stability into account for the protection of themselves and their clients, can still do so without repercussions.

Please note: SafeScreener.com, Background Screening Made Simple Blog, and Background Screening Consultants LLC, do not provide legal advice. Postings, articles, press releases and other distributed or verbalized information should be considered as guidelines and suggestions based upon professional experience, research and industry best practices. Questions or decisions regarding employer’s legal rights or applicants legal rights should be directed towards legal representation.

Don't Get Caught Playing F.C.R.A "Hot Potato".

2010-08-06T18:49:00.001-07:00

Assuming you’re F.C.R.A compliant can lead your company down a dangerous road involving punitive damages and civil liability. Who's really handling yours?

In our surveys we found that many human resource professionals made an assumption that their companies Fair Credit Reporting Act Compliance was handled and/or monitored by another person, another department, or solely by the background screening service provider.

With further inquiries we find a common circle of assumption that often remains undiscovered until a major problem arises.

EXAMPLE: The human resources department assumes the legal department handles that. The legal department says it’s the hiring manager’s responsibility. The hiring manager assumes it’s the background screening company that takes care of that or they point back to human resources manager.

Common misconceptions can lead to unnecessary risk of litigation:
1. “We don’t run credit reports so the Fair Credit Reporting Act doesn’t apply to us.”
FALSE
2. “The background screening system we use says it is Fair Credit Reporting Act compliant so it’s not our responsibility.”
FALSE
3. “Using an Online Criminal Record Databases as a complete background check is a compliant practice.
FALSE
4. “We don’t have to tell the employee why they were not hired. Our company is located in an (employ at will / fire at will) state.”
FALSE
5. “Anything that an applicant did criminally more than 7 years ago is not our concern because the F.C.R.A. limits criminal record searches to seven years.”
FALSE

Over the next few weeks we will tackle these common mistakes and more here on the SafeScreener.com blog and through our Facebook Page. Be sure to check us out on Facebook and click "Like" so you'll recieve instant notifications of new postings addressing this important issue.

Ask about FREE workshops offered by SafeScreener.com in cooperation with the Workplace Well-Being & Addiction Prevention Practices Committee of the Chicagoland Chamber of Commerce and funded in part by the Illinois Department of Human Services. Contact us today to take advantage of these important educational workshops! 888-578-8600 contact@safescreener.com

Please note: SafeScreener.com, Background Screening Made Simple Blog, and Background Screening Consultants LLC, do not provide legal advice. Postings, articles, press releases and other distributed or verbalized information should be considered as guidelines and suggestions based upon professional experience, research and industry best practices. Questions or decisions regarding employer’s legal rights or applicants legal rights should be directed towards legal representation.

Why Do Employers Want to Check my Credit Report?

2010-07-28T12:46:00.000-07:00

post by Stacie Smart
In today’s tough employment market, employers are turning to credit reports as a tool to sort through pools of applicants more than ever before. According to the Society for Human Resources Management, 60 percent of employers are using credit reports when filling job openings, up from 35 percent in 2003. This means you, the applicant, need to be more informed about your credit report and what it says to potential employers.

While the credit reports potential employers use cannot reveal your FICO or Empirica number (that's the number you so frequently hear referred to as your credit score), it can tell an employer several things about your personal habits, financial stability and general character. An employment credit report typically displays the following items:

Past Employers: (usually your last one or two long term employers)

Collections: (accounts such as credit cards that had balances sold to collection agencies)

Bankruptcies, Tax Liens, and Foreclosures:

Credit Availability: (amount of usable credit remaining)

Revolving Accounts: (accounts such as credit cards with varying balances)

Installment Accounts: (accounts with set amounts to pay down such as car loans or student loans)

Mortgage Accounts: (home mortgages, second mortgages and home equity loans)

Past Inquiries: (list of companies that pulled your credit history or credit score in recent months)

Note on Past Inquiries: Some companies can query limited information such as your credit score alone without your permission, usually for pre-approval offers. So don't be alarmed if you see unfamiliar companies displaying as recent inquiries.

Credit availability reveals how much of your total revolving credit you are using at the time of the inquiry. As a general rule of thumb, the lower this percentage is, the better it looks to your employer. Employers can also see if payments on any of your accounts have been up to and over 120 days late and if they have been sent to collections. Your report will display a detailed payment history for each account which will indicate your overall tendency to pay debts on time or if you are habitually late. Your employment credit report will indicate how long you've had each account open as well. Employers often view several new credit card accounts carrying sizable balances in the past year or so as a red flag.

One thing to keep in mind is that (contrary to popular belief) an employment credit report will not affect your actual credit score. These inquires are considered “soft inquiries” and will not count negatively against you. Therefore, rest assured that if you are applying for several jobs that run credit histories, this will not have an adverse affect on your score.

The best thing you can do to protect yourself is to keep informed. Head over to http://www.annualcreditreport.com/ (the original website set up to give consumers direct access to their credit history) to view your report for free from all three bureaus in order to ensure all information provided is accurate and up to date. If you do find mistakes, it is the credit bureau’s responsibility by law to investigate these errors and update your report accordingly.

If you have been out of work for several months and your credit report has taken a hit, always be up front and honest with the potential employer. It is better for them to know what they are going to see before they view your history, than to be surprised by it. The employer may also take into account more of the full history of your report as opposed to the recent blemishes.
You may ask: what are the most common factors that cause employers to raise an eyebrow at your credit report? Some people automatically think of things such as bankruptcies and home foreclosures, but this is not always the case. In fact, employers must be cautious as to what criteria they use to eliminate a potential applicant from a job position based on a poor credit report. While employment credit checks are legal, they can be considered discriminatory if they disproportionately exclude minorities, women or people over 40 or are not essential to a hiring decision.

That being said, an employer may assess your personal characteristics by your tendency to pay your bills on time. If you are often 30 or more days late on multiple payments, they can view this as irresponsible behavior. If you're job involves managing money for the company or their clients, it's a legitimate reason to disqualify you. They may also look at your overall load of debt and credit you have available to you. Employers might see someone who has an abundant amount of debt and little available credit as a higher risk of stealing to make ends meet.

However, don't let every credit blemish worry you. Something such as cable bill sent to collections or a few missed payments over a long period of time most likely will be overlooked if the rest of the report shows an overall responsible handling of debt.

Now that you have done your homework, take any steps you can to famaliarize yourself with your own credit report and make repairs when possible. Next time you sign that applicant background check authorization form for the dreadful pre-employment check, you'll have nothing to worry about.

You, the informed applicant, now know this credit inquiry will not affect your credit score and you have already gathered your own credit report information for free. You’ve corrected any legitamate errors and you informed your employer of any possible negative findings. Now get back in the game without fear of the pre-employment credit check!

Please note: SafeScreener.com, Background Screening Made Simple Blog, and Background Screening Consultants LLC, do not provide legal advice. Postings, articles, press releases and other distributed or verbalized information should be considered as guidelines and suggestions based upon professional experience, research and industry best practices. Questions or decisions regarding employer’s legal rights or applicants legal rights should be directed towards legal representation.

Is the NEW Social Security Verification System "SSNVS" Making Life Easier for Employers?

2010-07-01T15:45:00.000-07:00

The Social Security Administration recently (finally) created a database that employers can access to verify that the SSN number of an employee is accurate. Great news, right? Who needs pre-employment social security number verifications as part of the background check or even e-Verify if we can easily authenticate the applicant's SSN through the SSN Administration?

Unfortunately, like most things in life, it's not that simple. Below, we bring you the facts about the SSNVS program:

Q: Who can access the SSNS system and "verify" a social security number is accurate?

A: The SSNVS (Social Security Number Verification System) provided by the Social Security Administration is primarily intended for employers, though the system is accessible to third party contractors that handle the wage reporting responsibilities or perform an administrative function directly related to the annual wage reporting responsibilities of hired employees.

Q: Can the system be accessed in the pre-employment screening stage to weed out applicants that are using false or inaccurate information?

A: No. It is currently illegal to use the SSNVS service to verify SSNs of potential new hires or potential contractors.

Q At what point can I (the employer) utilize the SSNVS system without violating the law?

A: You can utilize the SSNVS system when preparing the W-2 (Wage and Tax Statement) for a new (or current) employee. A current employee is defined as "a person who has received and accepted a job offer." Similar rules apply to contractors. It cannot be used as a screening tool.

Q: What if I run a new employee's SSN through SSNVS and it comes back as a "Mismatch"?

A: The main thing to keep in mind is that you CANNOT take punitive action against the employee based on any response from the SSNVS system. This means you CANNOT lay-off, suspend, fire or otherwise discriminate against an employee based on the information you receive.

Q: What can or should I do in a SSN "Mismatch" situation?

A: First, you should always make sure you did not make a typographical error. Next, ask to see the employee's Social Security card to ensure they provided the correct information. If no errors appear to exist, your best bet is to ask the employee to contact their local Social Security office. A local Social Security Administration office should be able to provide them with a confirmation letter that the SSN on their card is accurate. You'll want to retain this letter for any needed proof for the IRS down the road. Remember, you should not base any disciplinary action off the results of the SSNVS search itself. Keep good records, notes, etc of any communication between you and the employee if there is an issue and a trip to the SSN Administrative office is in order.

Q: So, how I avoid getting stuck in this situation in the first place?

A: Make sure your background screening provider is utilizing a Social Security Trace and Validation during the pre-employment background check. A reputable screening agency that has reliable data can verify most social security numbers during this phase using their in-house databases. It's much less complex and far more cost effective to discover a problem before an applicant becomes an employee.

Have questions regarding this post. Please cal 888.578.8600 or email contact@safescreener.com for more information. We're here to help!

Please note: SafeScreener.com, Background Screening Made Simple Blog, and Background Screening Consultants LLC, do not provide legal advice. Postings, articles, press releases and other distributed or verbalized information should be considered as guidelines and suggestions based upon professional experience, research and industry best practices. Questions or decisions regarding employer’s legal rights or applicants legal rights should be directed towards legal representation.

How Much Do You Really Know About Your Background Screening Process?

2010-05-18T12:38:00.000-07:00

"A Killer's Lie Missed" Two days prior to this Columbus Dispatch headline a supervisor in the maintenance division of Ohio State University was shot and killed, another supervisor wounded. The suspect, a disgruntled ex-employee recently terminated from his job, then took his own life.

The headline "A Killer’s Lie Missed" is referring to the fact that a background check on the gunman, Nathaniel Brown, missed a vital piece of information that may have prevented Nathaniel from being employed by the school. Nathaniel had filled out an application form which asked if he had ever been convicted of a felony or misdemeanor. To which he responded, "NO". According to OSU staff, this intentionally falsified information would have disqualified Nathaniel from employment with the university.
So how did a background check, provided by a seemingly respectable background screening company, miss the fact that Nathaniel served five years in an Ohio State prison for receiving stolen goods? The answer may not be all that simple.

A common misconception (bolstered by television crime dramas such as C.S.I., Criminal Minds), would have us believe that locating a person’s criminal history is a simple matter of typing a name or social security number into a master criminal record database which compiles in instant rap sheet on the individual, including details of every offense ever committed, alias names, and a recent picture from their driver’s license.

What many do not realize is...A) The “TV Cops” are utilizing a (fictional yet glamorous) version of NCIC which is the National Criminal Information Center database, operated by the FBI. B) NCIC is a not without its own problems, such as getting data uploaded in a timely manner from the thousands of local jurisdictions around the country. C) NCIC is not permissible for employers or screening agencies to access. In fact, it's a federal offense in most cases.

While we do have our own arsenal of criminal record databases in the private sector, often referred to as “Nationwide Criminal Databases”, these multijurisdictional databases are even further from perfect. Various local jurisdictions contribute little or no information to them. Therefore, many gaps exist in their coverage. They are a very useful tool for employment screening but best utilized in conjunction with local county criminal searches based on the applicant’s residential history in order to fill the gaps and obtain the most up to date information.

Understanding that true criminal record research cannot always produce instant results is an important fact to understand when shopping for a service provider. Screening companies have to know where and how to retrieve information as each jurisdiction can have different protocols. For example, County “A” may have criminal record information available through 1960 with a "soundex" search which will pull up similar name variations to the original search. By contrast, County “B” may restrict their misdemeanor and felony searches to only 7 years and require an exact name and full date of birth. One digit or letter off from the existing record and the file will be missed completely. Quality research companies understand and compensate with smart procedures.

Another variable that contributes to the effectiveness of a background check is the agreed upon search criteria which determines the extent of the background check. In an ideal situation, we could always search the county level and federal level courts of every jurisdiction an applicant ever resided or worked in. Then throw in a nationwide criminal record database for good measure. Most corporations cannot afford a search this extensive so it becomes a balancing act of due diligence and cost effectiveness. In the case of Nathaniel Brown, we don't know yet what the background investigation entailed. The crime that resulted in a 5 year prison sentence occurred prior to 1979 so a basic county or residence search could have easily missed the record. We do know that a nationwide criminal record database search was used in Nathaniel’s background check. It’s reasonable to assume that the database used did not include records from the county in question from 1979.

So, what's the key to not missing important criminal record information? One of the most important things an employer or HR representative can do is get a breakdown of what exactly your screening company is providing you and then ask for more details on what those searches mean. A few good questions to ask your screening provider are…
1) Do your researchers report criminal records beyond 7 years if the jurisdiction allows searches to extend further?
2) Do you report arrests when they are FCRA compliant (within 7 years in most states) or only convictions?
3) Do you report misdemeanors that are not associated with felony charges?
4) Can you provide me a document that details your nationwide criminal record search’s data sources and update frequency?

Knowing the answers to these questions will help you evaluate the thoroughness of your background screening procedures, accurately compare costs between service providers and avoid surprises in the future.

Please note: SafeScreener.com, Background Screening Made Simple Blog, and Background Screening Consultants LLC, do not provide legal advice. Postings, articles, press releases and other distributed or verbalized information should be considered as guidelines and suggestions based upon professional experience, research and industry best practices. Questions or decisions regarding employer’s legal rights or applicants legal rights should be directed towards legal representation.

What Applicants and Employers Should Know About Applicant Background Screening.

2009-11-05T14:40:00.000-08:00

Whether you're a human resources professional or a person searching for employment, it helps to understand what's taking place during the background screening process. Nobody wants a mistake from the past disrupt your career of the future. Now more than ever, people are changing jobs or looking for work. The applicant pools are crowded with seemingly qualified candidates so companies can be more selective in their hiring decisions. More than eighty percent of employers do some type of background screening on new employees.

I’ve been in the background screening industry for over thirteen years and in that time I’ve conducted hundreds of thousands of these background checks. The fact is, one out of eight people have a criminal history. If you take into consideration all aspects of a background check such as past employment, education and professional licensing, you’ll find that the number of applications with (purposeful) misinformation increases to between 35 and 40 percent. People call our offices all the time to see if we can run a background check on them before their potential employer does. They want to know if that misdemeanor disorderly conduct charge from college is going to show up on their record. They want to see what the manager they didn’t get along with is going to say about them when the new potential employer calls for a reference. Below I’ve listed some important information that everyone should know about applicant background checks and I try to clear up some common misconceptions. Keep in mind that there is no such thing as a standard background check. Every company does varying degrees of background screening determined by the position, and based on what they’re willing to spend per applicant on due diligence.

Important Points About Employment Background Checks

1) Criminal Records
Read the application carefully. It most likely asks if you’ve been convicted of a crime, not arrested. There’s no need to report arrests that did not result in convictions if the application does not ask for this information. Many will argue that an employer cannot legally ask if you’ve been arrested; however 36 states do allow arrest information to be factored into the hiring decision. Check with your state’s department of employment security to know for certain.

Often, people aren’t sure if their arrest resulted in a conviction. Simply put, if you plead guilty to a crime, then it is technically a conviction, even if you received probation or supervision. If you were found innocent, the case was dismissed, or there was no probable cause, “nolle pros” then the case is not a conviction. There are a couple of rare exceptions to this based on individual state laws.

Never assume a case has been expunged unless you actually paid an attorney to file for expungement and it was approved by a judge, or you filed the proper documents yourself and received notification that expungement took place. Applicants frequently call our office when they don’t get hired as a result of their background check and say “I thought that case was expunged”. If you did not go through the procedure of filing for an expungement and have it approved, then the record is still available to see.

Common Misconception: Employers can only look back 7 years for criminal records.

The Fact: Employers are NOT limited to 7 years on a criminal record search. Some states have their own Fair Credit Reporting Act rules that limit what crimes are reportable past seven years, often based on the position and how much it pays. By federal F.C.R.A. standards, however, a conviction can be reported indefinitely. The “7 year rule” typically applies to arrests that did not result in a conviction. Nevertheless, arrests are not indicators of guilt, so an employer should not disqualify you based on an arrest without further inquiry as to the circumstances. The employer should then weigh that information against the responsibilities involved with the job.

Even a conviction does NOT automatically disqualify you from employment. The crime must have a direct relationship with the job you are applying for. (The U.S. Equal Opportunity Commission states that employers must weigh a variety of elements when factoring convictions into hiring decisions. These include the nature and severity of the offense, the time that has elapsed, and whether the offense has any relation to the position advertised.) For example, a conviction for writing bad checks should not disqualify an applicant from driving a forklift. However, a conviction for aggravated assault could disqualify an applicant from almost any job that they would be working directly with other people. It’s up to the discretion of the employer in this case

Question: Will any criminal conviction record in my file be located no matter the place or year of occurrence? Answer: No, but that doesn’t mean you shouldn’t disclose it. A common misconception about criminal background checks is that they’re really easy and quick to do. Thanks to T.V. shows like C.S.I, people tend to think that you type a name into a computer and out pops every criminal infraction ever committed anywhere in the country.

The fact is, employers and background screening companies cannot access the N.C.I.C. system that the police and F.B.I. use unless the job requires a fingerprint check that gets sent to the F.B.I. electronically.

Our standard method of determining where to search for criminal records is by running your social security number through our databases which provides us the locations you’ve resided for the last ten to twenty years. This also informs us of maiden names that may be associated to you. It’s then determined by the background screening package (already in place) how in-depth the research will be and how far back the criminal record check will go.
As a background screening company, we would be thrilled it if every client company of ours could afford to have us search every jurisdiction that the applicant ever lived, but that’s not usually the case. We generally search between one and three of the most recent counties that the applicant resided in along with a “national” criminal record database search which contains over 500 million archived criminal records throughout the country. These “national” criminal databases are great secondary searches that provide broad coverage although they’re far from perfect. Many local and federal jurisdictions do not submit information to these private databases so they have many gaps in coverage. National database searches used for employment screening do not compare to the actual N.C.I.C. search that the police and F.B.I. use.
To make matters more difficult for the screening companies, federal records are kept completely separate from county criminal records or national database searches. We must access a different system to check for any criminal records located in each of the federal jurisdictions that the applicant resided in.
So is it possible that we could miss a criminal record that an applicant has? Of course we could. However, if we locate it, and you did not disclose it on the application when asked, you will most likely be disqualified for falsifying your application. This is true even when the record itself may not have eliminated you from the position. In my opinion, your best bet is to disclose any criminal record information.
Remember, most employers really want to fill the position and most don’t care if you made a minor mistake a few years ago. They're looking to protect the company from liability, protect their employees from harm, and protect their bottom line from theft. If the crime has no bearing on the job, it will likely not disqualify you from the applicant pool.

2) Credit Checks

Contrary to popular belief, an employment credit report will NOT negatively affect your credit score!

A pre-employment credit report provides the employer the exact same information as a consumer credit report that an auto dealer or bank might run when obtaining a loan. However, a pre-employment credit report does not display your credit score. Employers are not allowed to pass judgment based on your credit score. The main purpose of a credit report is to be a gauge of potential irresponsibility and propensity towards theft.

For example, if you have extreme amount of debt due to credit card balances and several accounts in collection status and you’re applying for a job managing cash, you could be seen as a high risk for internal theft. Likewise, if you’re applying to be a financial advisor and your credit report clearly shows your incapacity for managing your own money, they’re unlikely to trust you with their client’s money.

If you’re turned down for a job after undergoing a background check, the company you applied with should provide you with a pre-adverse action letter stating you might not be hired due to something discovered during the background check, as well as provide you a copy of the report. If they don’t, be sure to ask for a copy. The background screening company is required to provide a toll free number to their offices in case you have questions or want to dispute a finding. Most credible background screening companies will act quickly to re-check any information you dispute and correct the report if necessary.