Credit reports can reveal many potential warning signs in an applicant, especially if your new hire will regularly be handling money. High levels of debt or excessive spending on assets could indicate financial irresponsibility. What shows up on a background check for employment may help safeguard business owners by revealing histories of criminal convictions. Criminal background checks for employment may show criminal offenses at the county, state, and federal level.
Various offenses which may be reported include:. Employers should take caution when evaluating what shows up on this form of background check for employment. Depending on the type of job employers are hiring for, they might require additional information from their candidates and ask for more information on their background check for employment. Further searches include options such as motor vehicle and driving records, employment history, education verification, reference checks, and drug screening. The U.
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Why are these costs so extensive? Termination expenses. You may be required to pay additional healthcare expenses and, in some cases, face litigation expenses should your ex-employee choose to take legal action. So how do modern business owners get a more complete picture of their job applicants to avoid a bad hire?
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With pre-employment screening. There are several different methods employers may use for pre-employment screening, and what shows up on a background check will vary depending on which service is chosen:. ShareAble for Hires offers reliable, trustworthy, and comprehensive pre-employment screening that can help ensure you have a more complete picture of your job applicant. Through criminal reports, credit history, and identity verification, you can confirm your hiring decision and ensure your applicant meets your criteria.
Keeping your business safe should be priority, and running criminal background checks on job applicants can protect your company, employees, and customers. TransUnion data shows that nearly 1 in 4 reports contain a criminal record.
ShareAble for Hires scours million national and state criminal records. Our criminal reports glean information from Most Wanted databases, the Sex Offender Public Registry, and criminal databases from 46 states. ShareAble for Hires criminal reports offer FCRA-regulated data, providing you with the relevant criminal history information needed to effectively screen potential employees. You may decide to have stronger financial criteria for applicants who will be regularly handling money, and a credit report can be useful in determining the financial trustworthiness of your applicant.
Does the position in question involve the handling of money? ShareAble for Hires draws its credit reports from TransUnion, a trusted, reliable credit reporting agency with over 40 years of experience. When you use ShareAble for Hires for pre-employment background checks, you receive a credit report that include:. Identity theft reached an all-time high in That means almost 1 in 16 U. S adults were victims of identity theft in the past year alone.
What does this mean for your business? ShareAble for Hires offers built-in identity verification with each screening package so you know your applicant is who they say they are. Applicants enter their information into the system and answer a series of personal questions to confirm their identity and grant consent to screening. All applications and reports are kept on your employer dashboard so you can manage and refer to applications in once place.
Finding an honest, responsible and trustworthy employee is no simple task, but ShareAble for Hires makes it easier. Make faster, better-informed hiring decisions with ShareAble for Hires pre-employment screening services. She focuses on topics that empower small business owners through data, insights and industry best practices.
Boost profitability this November. Get small business tips and tricks and learn how to prep your company for Small Business Saturday. Learn key tips for reducing employee turnover. Keep your best hires with these employee retention strategies from ShareAble for Hires.
A small business employee handbook is a reference document that covers company policies. Learn what to include and how to create an employee handbook. Learn best practices for phone interviews. Discover the best questions to ask prospective employees and streamline your hiring process.
Get new tips to tighten up your small business hiring methods and learn 5 ways to streamline your processes. Read now! The Fair Credit Reporting Act also protects employees against issues with inaccurate records, including background-check screenings and criminal records that might include errors like incomplete information, misclassification of crimes, not reporting when a person was exonerated, or if the charges were dropped. Many states also have laws preventing employers from asking about criminal history, limit the amount of information that can be requested, and whether or not the information obtained can be used to determine if an applicant will be hired.
You can find out if your state prohibits such questions on an application by referring to State Laws on Use of Arrests and Convictions in Employment.
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If you have an arrest record of any sort and the charges were dropped, check with the courts you dealt with to ensure the arrest or charge was expunged from your record. If it wasn't, find out what you need to do to have it removed by speaking to the courts or a lawyer. It's also a good idea to do a search or work with a background-check agency do an online search for reputable companies to see what comes up on your background check before applying for jobs.
It's common for mistakes to show up on your record, as well, so you can be proactive and take care of them before red flags pop up for prospective employers. When completing your application, read the questions clearly and use good judgment as to what you do or do not disclose while remembering your rights. If you have a history of an arrest or charge and you're certain that it's not on your record, then you might choose not to disclose it.
At the same time, if the question is "Have you ever been arrested for a crime? If you do have a record of a conviction, then it's best to disclose and explain the incident instead of trying to hide it. It will likely come out in the background check and prevent you from being hired because you flat out lied on your application.
When you disclose it up front, it shows integrity and gives the employer the chance to consider the conviction as it relates to the job you'll be doing. If you have a DUI felony, for example, and you're not required to drive a company vehicle, then it likely shouldn't prevent you from being hired in many organizations, as long as you disclose it if requested to do so. If you lied about it and it shows up on your record, then it will look bad and likely result in your not being hired.
Again, mistakes happen. But if you've learned from them and moved on, then you deserve a second chance. It might take some time to find an employer that agrees, but it will happen, so be patient. Research demonstrates HR professionals are becoming increasingly open-minded about hiring candidates with prior convictions. A survey of HR professionals, managers, and non-managers revealed that only 14 percent of professionals would be unwilling to hire someone with a prior conviction, and over half do not feel strongly that criminal history is a factor in hiring. And an overwhelming majority — over 60 percent — of companies surveyed have experience hiring someone with a criminal record.
When it comes to completing your job application when you have any kind of criminal record, there are a few rules to follow: Use good judgment, know your rights, and double-check your record so you don't have any surprises come up during your background check. When it comes to determining whether or not you should include something on your resume, who better to ask than a professional? Our TopResume writers are here to help! Survey Results Are In! Let's stay in touch.
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