Background Checking Services: We provide you with high quality, in-depth pre-employment screening information delivered in an easy-to-read and understandable format.
Our Screening Services’ guarantee prompt responses to your inquiries and efficient turnaround times support your need for accurate information when you need it. The data is delivered to you via a robust and secure online environment that allows you to manage all facets of your pre-employment screening needs. Background screening reports are generally available instantly and delivered via email by a secure link.
Drug Screening Quick Screen Services – we provide a same day turnaround for cleared profiles. Flagged profiles are examined by our Medical Review Team to ascertain the status. Reports are delivered online with a normal turnaround of 2-3 days.
Criminal Monitoring Service is a program that automatically screen your database of employees, or sub-contractors to safeguard and inform you if a person is reported for a felony or a misdemeanor on a monthly schedule. Contact us to get more information about this powerful process to protect your employees and clients with this low cost criminal monitoring service.
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More Information about Background Checks
The straight skinny on employment background checks
An employer must ask permission to conduct a background check on a release form separate from the application. Once consent is given, employers have broad spectrum of services to choose from to inquire into their applicant’s background.
According to the Privacy Rights Clearinghouse, a consumer rights organization, areas of inquiry can include: National, Statewide, and County Criminal Records; Registered Sex Offender Lists; Incarceration Records; Motor Vehicle Records; Employment Credit Reports; Social Security Number; Education records; Federal Criminal and Civil records; Character references; State licensing records; Drug tests; Current and Past employer reference; Personal references; OFAC – Terrorist watch list.
Employers can either research information on their own or hire a third party to gather the data and provide a report to them. Such third parties are companies known as Consumer Reporting Agencies. (CRA) These companies have been screened and are authorized to conduct these checks. Veriproved is a CRA.
What Employer’s need to know about potential employees is driven by a number of factors, including:
- False or misleading information given by job applicants, estimated by some sources at 30 percent to 40 percent of all information given on resumes and job applications
- Federal and state legal requirements for certain jobs, including those that involve contact with children, the elderly or disabled, as well as some government jobs Fallout from corporate scandals, such as Enron and WorldCom Terrorism Negligent hiring lawsuits, where a company is sued because an employee caused harm to someone else Legal to work in the United States Validate Identity information and information presented on application
The cost of hiring and training employees has increased as well as the cost of bringing in an employee that poses a threat to co-workers or customers as an example:
- One of the largest negligent hiring awards ever resulted from an apartment complex that did not perform an investigation on a handyman who entered a tenant’s room after hours and committed rape. Retail stores that experience internal theft and or inappropriate sexual conduct to minors in dressing rooms, have caused their own downfall.
- Embezzlement has cost government agencies as well as private companies hundreds of thousands of dollars. The cost of a $75.00 or less for a pre-emploment background and drug screening now seems extremely inexpensive based on what employers have incurred as damage for not performing a simple background screening.
What they can’t include:
The Federal Fair Credit Reporting Act (FCRA) put national standards in place for background checks. However, these standards only apply to companies that hire a consumer reporting agency to do the background check. Several states, most notably California and New York, have stronger protections for consumers in these situations than the FCRA.
The FCRA stipulates that the following information cannot be reported on an employer background check:
- Records of criminal arrests without disposition information
- Incomplete criminal records
- Accounts put in for collection after seven years from date
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