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Whether you're hiring a CEO, a subcontractor, a babysitter, or even looking for a new tenant or roommate, you're taking a big risk. It's the nature of business unfortunately for people to go to great lengths to misrepresent themselves and thus create the need for background check resources and references.
Avoid doing business with deceptive people with these 5 key factors in mind:
1. Prepare comprehensive histories from vague or misleading responses
2. Filter fact from fiction and deal with dishonest interviewees
3. Deal with legal issues including which questions you can and cannot ask
4. Make a confident, well-researched
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Employee Background Checks Security Checks On The Increase
In the aftermath of 9-11, and the growing problem of workplace violence, the demand and need for employee background checks and security checks are now greater than ever. Employers are turning to investigative companies in greater numbers to run employee background checks on new job applicants and existing employees, including positions where security may not have previously been given much consideration in the "pre 9-11" era. Many employers are now requiring security clearances for many non-defense related "high-tech" positions including computer programming. Employee background checks are required by Federal or State law for certain occupations such as jobs working with children, law enforcement, defense contractors, and any Federal employment.
Security clearances
Often, in employee background checks, especially where a security clearance is required, employers may run criminal records checks on the spouse of a job applicant as well and decide not to hire somebody based on their spouse's criminal record, even if the applicant has a squeaky clean record. In a traditional employee background check, only the applicant or employee is investigated while for a security clearance, the spouse and other family members are investigated as well. This holds true not just for top secret job positions within the US Military, or defense contractors, but now many "high-tech" civilian jobs such as programming as well. Unfortunately in some situations, whom one is married to can determine their employability. A dishonorable discharge from the US Military will automatically eliminate any chances of getting a security clearance.
In an employee background check, some things cannot be reported: Civil lawsuits, judgments older than 7 years, paid tax liens and collections paid after 7 years, bankruptcies older than 10 years. All over information except for criminal convictions older than 7 years. While employers are prohibited from requiring applicants to provide copies of their criminal records, they can obtain this information from other sources such as private agencies or public records.
Criminal histories or "rap sheets" are not public record in every state. In some states such as California, these are only available to certain employers where employee background checks are required by State and/or Federal law such as ie: public utilities, child care services, law enforcement, security companies, defense contractors.
Credit checks
A credit background check is very often part of an employee background check, however employers are required to obtain the employee's or applicant's written consent under the Fair Credit Reporting Act, FCRA (15 U.S.C. §1681). Many employers consider a person's credit habits a good judge of character. Following any decisions not to hire somebody based on their credit report, a copy of the report must be provided to the employee, or applicant, so they may have to option to challenge it. Employers cannot fire a current employee for filing bankruptcy, but potential employers can legally reject a job applicant. There are two different kinds of credit checks. A standard credit bureau report is obtained from any one of the 3 credit bureaus, Equifax, Experion, or Transunion. This reveals a person's credit worthiness, credit habits, credit capacity. An investigative consumer report is much more extensive and delves into a person's character, mode of living, reputation, etc. This is usually acquired by contacting associates, even neighbors or friends of the applicant to inquire as to their character.
In today's increasingly security-conscious world, employers feel they have a responsibility for the welfare and safety of their employees, company reputation, and liability. Job seekers and employees can expect more employee background checks, and be placed under the microscope more than ever before.
About The Author
Fred Appleyard
http://www.beyourowndetective.com - Learn more about private investigation and employee background checks. Get the latest investigative search tools to help you do your own investigations. Signup to receive free tips on how to become your own net detective.
This article provides useful, detailed information about Criminal Background Check Forms.
A criminal background check is an integral part of the pre-employment screening process presently. It is the duty of the employer to ensure that employees are provided a safe and secure environment, and screening an applicant can go a long way to ensure this sort of atmosphere in the company or office. In order to run a background check, the employer must have some basic details about the applicant. These details can be obtained by providing the applicant with an application to
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Fred Appleyard
public records name search
A few years back, the only people who had access to personal information were licensed private investigators, police detectives and the federal government. Now with the newly passed laws and databases available in WebInvestigator.org you too can investigate practically anyone - job applicants, potential dates, neighbors, relatives, even friends. Using our 100% legal and fully organized database links, you will have access to complete research tools for obtaining the information you want about practically anyone in the United States, Canada and Western Europe!
Today, you can find what you want from the comfort of your own home, and at a fraction
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Hiring a nanny is a sophisticated process that involves searching, interviewing, checking references and extending an offer to the right candidate. When the nanny has accepted your offer, the final step is conducting a criminal background check. Your offer should be contingent on the outcome of those results.
What to check?
It's hard to imagine that in this era of the Internet and computerization there is no reliable national criminal database that is accessible by the public. The "gold standard" for checking a nanny's background is to first run a search using her Social Security Number to see where she has
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