Employee Background Checks
When applying for a job, employers attempt to assess a potential employee’s risk levels from the start. A great way to accomplish this is by conducting a background check on all applicants. Studies show that more than 40% of applicants lie on their resumes. The employer is obligated, by law, to obtain from the potential employee a written authorization for a background check. This way, the potential employee has the right to withdraw their application if they fear the exposure of certain information. The background check will confirm social security number, analysis of work history, references, a full credit report, credit payment records, and criminal history. If the application includes driver’s license information, the report will also include driving records. It is a general consensus that the inquiries should be related to the job. If the employer decides not to hire after obtaining a background check, he is obligated to issue a pre-adverse action disclosure which contains a copy of the report and a copy of the applicant’s rights. They must also convey that they will not be hiring the applicant and divulge the name of the consumer reporting agency they used and information on disputing the report. It is important to be aware of the information the potential employer will receive. It is now possible for anyone to obtain their own background check, once a year. Also, because of background checks, it is important to remember that falsified information on an application can now ruin a good employment history.
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Pre Employment Background Checks