Top Ten Tips for Background Checking

back.JPGSchools, companies, and hospitals can work with their human resources departments to set up policies on background checks that are fair and fair to everyone. Clear and consistent documentation, as well as the best practices here, are the key to acceptance of a policy that will protect the employees and the public while making every organization more secure.

A job applicant gave a fake name to disguise himself and that he was a registered sex offender. He changed two digits of his Social Security Number to confuse investigators but thorough background checks revealed the truth. While another job applicant who has many arrest warrants associated with his Social Security number was actually innocent by the help of background checks that revealed the use of his Social Security number by the real suspect which was his father.

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These kinds of cases are among the thousands that clearly shows why background checks became so popular and still growing, among companies and organizations, 85 percent of large companies conduct some level of background checks on their job applicants. And statistics shows that because of adverse choice, criminals are often attracted to companies where they are not discovered and where comprehensive background checks are not being conducted.

Background checks are so important to companies and institutions that are directly connected to the public, like schools and hospitals. Undisclosed criminal arrests and convicts among employees in companies and institutions of higher learning have prompted states tic insider legislation that will need criminal background checks for all employees and staff.

Avoiding Problems in Process of Background Checks

But not all background checks are equally created. Applying background checks haphazardly, without careful planning can leave the public vulnerable and the companies held liable for criticism and litigation. It is important to avoid that kind of problems and make background checks accepted and add as a part of the hiring process. Security professionals, Human Resource, and hiring departments are able to do this by developing a fair policy for background checks using best practices.

A lot of companies and organizations understand how important comprehensive background checks and its implementation really are, and how it provides a complete background verification of an applicant in question. A large-scale screening program monitors and makes sure the consistency in the screening process. There are ten best practices in employee background checks adapted to the needs and policies of the people of every environment.

  • Establishing A Standard Policy
  • Ask for Complete, Consistent and Accurate Data
  • Conduct Comprehensive Criminal Background Checks
  • Verify Education, Employment, and Credentials
  • Require Proof of Earnings from Potential Employees
  • Order Motor Vehicle Reports for All Job Applicants
  • Conduct Background Checks
  • Check Contractors, Vendors, and Temps
  • Protect Against Negligent Retention
  • Reassess Background Checks System Regularly


For additional information about Background Checking, visit http://govpublicaccess.comgovpubacc


Online Dating: Worthy or Scary?

dating.JPGOnline Dating

It is very amazing how technology took everything to the next level, from three dimensional printing, electric bikes and cars, wireless charging and now even in the field of dating. This gives a whole new perspective to relationships and dating, but is it really worthy? or is it scary?  There are tons of opportunities that technology and the internet offers people, if you don’t conduct criminal background check first, these opportunities sometimes become immoral, especially in the hands of wrong people.

Pros and Cons

The effectiveness of online dating is a very arguable topic and people may have different perspectives regarding this kind of practice. Here are some pros and cons of online dating.

The Pros:

  • Ease of accessibility: by simply going on-line you can connect to thousands or millions of people nearby or overseas. This lessens the time and effort you need to look around for a partner.
  • Almost never ending communication: in the past, people would write and send letters to their love ones who are far away from them, however with online dating sites and social media you can communicate all day and all night long.
  • Matching making made easier: with personal information posted on online dating account, people already have the advantage of checking whether they would be interested with such individual. This makes the match making easier.

The Cons:

  • Takes away the spark: through online dating people already get a glimpse of what the opposite has to offer, this takes away the spark that people usually get when doing the traditional dating.
  • Low chances of getting a serious relationship: some, not all people register for online dating sites to find someone they can keep as a partner, or a soulmate as they say, but some only register for the fun that dating has to offer.
  • Safety: when checking a person’s profile, one cannot easily determine if the photos on the profile are real, if the information posted is real or if that certain individual even exists. This opens opportunity for criminals to pretend as individuals who are looking for a partner. This becomes very dangerous in a way that it may even lead to causing a person’s life.

The bottom line is, before trying online dating, people should prioritize safety by means of giving or posting minimal personal information on the website, not falling for fake promises and making sure they get to run a criminal background check. Safety should be the priority and running a criminal background check on the individual of interest would be the best move to ensure safety.

To learn more about criminal background checks, visit www.govpublicaccess.comgovpubacc

Caution on Checking Criminal Records

criminal background check.JPGIn the wake of the Equal Employment Opportunity Commission’s new guidance, employers want o revisit employment decisions criteria based on Arrests, convictions and other criminal records. Studies have revealed that almost all the employers use criminal records in making their hiring decisions for some or all of their employees. Of course, it is important to have background checks and screen out pedophiles from working or be near around children and to prevent identity thieves to become bank tellers. Statistics show that applying criminal records too broadly will create a discrimination pattern based on legally protected categories of national origin and race. There are also problems with the accuracy of databases of criminal records.

The Equal Employment Opportunity Commission has prosecuted employers for adding policies that are neutral language being used, but that added too broadly and created a discrimination pattern and practice known as disparate impact. Disparate treatment will result in liability based on violation of civil rights if employers prefer one racial group to a higher standard than others. But these kinds of cases are more subtle and complex. The guidance issued suggests a finer inquiry and the use of background checks to see if an applicant has criminal records only shown as a job-related and consistent with business necessity.

ee.JPGEmployers should consider factors that would help in making hiring decisions, nature of the job, severity of the crime and how long has it been since the conviction or the release of the applicant. A practice or policy to exclude people with criminal records from employment will not meet the standard and they will possibly violate the civil right laws. There are two circumstances that identified where employers will consistently meet the defense of being consistent with business necessity and being job-related. First, employers develop a targeted screen that will consider the three factors and then make assessments including opportunities of the potential employees to explain the circumstances of the criminal records and offenses. Second, employers will confirm exclusions from a job based on data or analysis about criminal conduct as related to next work behaviors and performance.

Employers should show that they are no less discriminatory alternative employment practice that would serve the employer’s goals as effectively as the practice. Employers should take note that bans credit history checks.

resume.pngGood résumés will articulate that criminal records from the past in not necessarily a ban to get employed with the company and will give applicants a chance to explain themselves and the circumstances. A mistake made from a person’s youth should not join an infinity ban from employment. There is a tightrope for employers to walk, identifying the fine line between preventing negligent hire lawsuits and protecting applicants’ civil rights.


Please visit for more details about Criminal Records for Employers.govpubacc

Balance in Hiring: Protecting Applicants with Criminal Records and Encourage Background Checks

hir.JPGCriminal records carry a stigma which associated with criminal activities that will affect employment opportunities. Employers avoid hiring people with criminal records because they are afraid of being exposed to liability and feel criminal records say poorly on a person’s character, making these applicants less qualified and less desirable option. But if people with criminal records have served their debt to the community, they need the chance for a meaning employment to build their lives back again and avoid falling into a recidivism cycle and the need for protecting potential employees from experiencing discrimination against the labor market on the basis of criminal records being emphasized by a large group of people with criminal records that is about twenty-five percent of the adults’ population that lives in real part of their lives with criminal records.

Discussing Partial Protection against Employment Discrimination on the Basis of Criminal Records

Even though it is often argued that including the history of criminal records with gender, race and other attributes in a protected group is pushing too far, these argument is ignoring the society’s interest in helping people with criminal records, the realities that a large group of people with criminal records released every year back into the society, that most people with criminal records released from prison and fairness in punishment.

Employers are always held liable for discrimination against potential applicants with criminal records suggests an incentive to avoid becoming aware of criminal records by not conducting any background checks.

Employers’ Potential Liability to Employees Injuring Third Parties

An employer will be held liable when their employees are injuring third parties who will create a further incentive to avoid searching into their employees ‘criminal records.  While criminal records in situation do not based on the applicant’s suitability for a job and be disregarded in the hiring process, criminal records are relevant in many cases. It is best to have correct and complete information about an applicant’s history of criminal records. Criminal background checks are inexpensive and efficient way to make sure that employers have information that they need about an applicant’s background. Private employer limits in how they can background check their applicants, criminal background checks are the only way that is practical o employers to research an applicant’s history of criminal records.

If more people adopted the laws against discrimination like some states that are regulation the use of criminal records in hiring decisions, applicants with would be protected. Those applicants with criminal records that impacts suitability of positions for which they apply would be protected against being turned away from applying because of their criminal records, promoting the goal of rehabilitating and reintegrating people with criminal records into society.

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