Background checks for employment are an essential part of the hiring process. Without one, you can be disqualified for the job because of a criminal record. Moreover, a background check will ensure that the social security number is legitimate. The process can be completed within a single business day.
Employers are legally entitled to use guide on pre-employment checks for employment purposes as long as they comply with federal laws. These laws protect employees and applicants from discrimination based on various factors, including race, national origin, sex, religion, and genetic information. Background checks should be conducted on a case-by-case basis to ensure that employers are treating all applicants equally.
While employers are allowed to run background checks on all applicants, this rule has certain exceptions. These include jobs involving sensitive information, such as law enforcement officers, airport security screeners, security guards, federal childcare workers, and personnel administering an employee benefit plan. If a person is disqualified for a position, employers can be held civilly liable if they violate the law.
Disqualified Based On A Criminal Record
Background checks are an essential part of any recruiting process. They keep your workplace safe and prove that you’re doing your due diligence when hiring a potential employee. Additionally, a background check will help protect your company’s reputation, primarily if you ever get audited.
Depending on your state and county, a background check may take anywhere from 24 hours to a week. This can be longer if the background check is extensive or you use public databases. Although some counties have databases online, others need to perform additional research and will take days to return results. Choose a background check conducted on county-level criminal records for the most accurate results.
Completed In Less Than One Business Day
While many background checks can be completed in less than one business day, some take longer. The longer they take depends on how many people the company has to contact and how much information they need to verify. In addition, specific legal requirements can delay the process. However, automated background checks usually take less time than manual checks.
If the background check takes too long, you can follow up with the prospective employer. Sometimes, the employer has completed the bill but needs to be aware of the results. You can follow up to force them to review the results. However, give them adequate time to consider your request before you follow up.
Ensure The Candidate’s Social Security Number Is Legitimate
Before you make any hiring decision, you must ensure the social security number of the candidate you are about to hire is valid. You can do this through a background check that uses an SSN trace. This background check helps you determine if a candidate’s SSN has been changed, is fake, or is connected to another individual. The SSN trace can reveal a lot of information about the candidate, including aliases, addresses, and other personal information. However, there are other methods for running a background check. You need to know that SSN tracing cannot be used as the only method for screening, and it should never be used as the sole basis for adverse action or employment decisions. SSN tracing does not confirm a candidate’s citizenship or green card status.
Another way to ensure the validity of a social security number is to check the candidate’s address history. This is important because many criminal convictions are filed at the county level. An address history can also help widen the scope of a background check. The SSN can also be used to find criminal records, as aliases are often used to avoid background checks.
Reduce The Possibility Of Violence In The Workplace
Employers can reduce the likelihood of violence in the workplace by conducting thorough background checks on their prospective employees. Not only should employers conduct criminal background checks on potential employees, but they should also establish a policy governing violence in the workplace. Such a policy should have several provisions, including reporting procedures, requiring notification of victim protection orders, and prohibiting the use of weapons in the workplace. This policy should also apply to employees who have lawful carry permits.
While most workplace violence incidents involve employees, there are also situations involving co-workers, supervisors, and employers. The fact is that these incidents are often caused by personal control and anger management issues. Employers serious about workplace safety should use background checks to ensure that every new employee has a violence-free record.