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Client FAQs:
Screening and Background Checks

We've got answers to your questions about screening and groundwork checks.

The convergence of the post-9/xi security concerns and the online data revolution expanded access to reliable background checks beyond large corporations. Today, nearly lxxx% of all employers, big and pocket-size, perform some form of pre-employment groundwork check on job candidates.

Pre-employment background checks must exist conducted carefully and in compliance with privacy laws and regulations. Data such every bit bankruptcies, workers' compensation claims, and some criminal records information are a matter of public record. Other information, such as credit history cheque, crave an applicant's written consent, per the Fair Credit Reporting Act.

Criminal tape searches and reference checks are the nigh common background checks, but solutions vary depending on industry and specific chore requirements. For instance, will the candidate handle cash transactions or manage cash avails? The typical background cheque is meant to verify whether or not the applicant is truthful well-nigh their criminal tape, education, and employment history.

While a Social Security Number (SSN) trace isn't required for nearly criminal record checks, our Complete Criminal Tape Locator uses a Social Security Number Trace to automatically find and search up to xx% more criminal records than any other background screening provider.

Our Complete Criminal Locator tool combines 3 proprietary technologies into ane comprehensive tool. First, our ArrestDirect locator expands the latitude of a criminal records search for arrest records and convictions based on potential aliases and addresses listed on a Social Security Number Trace. Then, our enhanced nationwide criminal records search pulls data from millions of records. The SSN Trace is then used to notice boosted records and verify data collected. All of this results in the most robust criminal records search in the industry with up to twenty% more than records identified.

That'southward a question all-time left upward to your legal counsel. At that place is much variation between various state and industry laws. However, your industry and job requirements volition likely give you a skillful starting point.

Times vary significantly based on the types of searches conducted and the visitor that provides them. We proudly claim the fastest turnaround times in the industry for county courthouse records – the most common background bank check.

Our CourtDirect product has lowered the turnaround for criminal record searches to less than 24 hours (or 1 business organization day) in almost cases. Most groundwork screening companies promise turnaround times of ii-three business days.

It all depends on how much latitude and depth is desired in a background check. Sterling delivers the most robust, accurate criminal record background checks available. Depending on the complexity of the screening, the cost for such a check can range from under $fifty to several hundreds of dollars. If yous perform a large number of groundwork checks regularly, integrating a Sterling screening solution into your applicant tracking system or talent direction organisation is likely the all-time, near cost-constructive selection.

Yes. Certain state laws and the Fair Credit Reporting Act (a federal police that regulates who is permitted to admission your consumer written report information and how it tin can be used) more often than not require written or electronic consent from the job applicant prior to a third-party screening company like Sterling to conduct any criminal record search, credit history check, or reference check.

Results depend on the breadth and depth of the groundwork check likewise as the goals of your organisation. For most employers we work with, nosotros search courthouse criminal records in the counties where an bidder has resided in the past seven to 10 years, which is a standard best practice. Many employers choose to supplement this standard groundwork cheque with searches of diverse databases, including the sex offender registry, government sanctions lists, motor vehicle records, and others. The more comprehensive a background check, the more accurate and reliable the results.

The foundation for all of our screenings is a county history search. We highly recommend the additional Social Security Number Trace service for the well-nigh comprehensive and complete results via our Complete Criminal Record Locator.

That question is best answered past your legal counsel. There is peachy variation in state and industry laws; your manufacture and job requirements will probable pb you in the correct management. For example, a motor vehicle records bank check and/or drug test is probable appropriate for an employee who operates machinery or drives a company vehicle. A credit history check may be appropriate for an employee handling or managing cash assets. And a sexual practice offender registry search might be considered for a volunteer.

About chiefly, we propose you speak with your legal advisor for input on which types of background checks are appropriate for your organization.

That'due south a question all-time left up to your legal counsel. There is much variation between various state and industry laws. Nonetheless, your industry and job requirements will likely give you a good starting point.

We verify an applicant's employment history, including previous job titles and job descriptions, as well as start and cease dates. Our highly trained team of verification experts contacts former employers to manually verify information and the accuracy of a candidate's application. We also provide in-depth education history verification, professional licensure, and certification checks to ensure all details on a candidate's resume are true and consummate.

That's a question best left upward to your legal counsel. There is much variation between various state and industry laws. However, your industry and chore requirements will probable requite you a good starting signal.

Compliance is our expertise. Our background checks comply with federal and land background screening laws, and our compliance team stays on top of each land'due south current legislative and regulatory changes. Our automated screening engineering science applies relevant content filters based on state and federal laws. In addition, nosotros provide regular updates on state legislation. We also keep you lot informed by hosting employment screening webinars with recertification credits.

No, it is best to make a job offer prior to initiating a pre-employment background check. It is of import to know that while the FCRA does not restrict performing a groundwork bank check after a job offer is made, some land laws may do so. If information technology's not restricted by your country's laws, we recognize it as a best practice to brand a chore offering prior to initiating a background cheque.

That'south a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will probable requite yous a proficient starting betoken.

Three pieces of data are required for an accurate, thorough groundwork check:

• Correctly spelled first and last name
• Date of nascency
• Social Security Number (SSN)

The Fair and Accurate Credit Transactions (FACT) Human activity was enacted in 2003 and amends the Fair Credit Reporting Act. The FACT Act entitles consumers to obtain one free re-create of their consumer files from certain consumer reporting agencies during each 12-month menstruum.

If Sterling has prepared a consumer study or investigative consumer report in your proper name for one or more of our clients, y'all may request a gratis copy of the study(due south) in your file.

Delight visit our candidate website for more than information.

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Source: https://www.sterlingcheck.com/resources/client-faqs/

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