Employment Screening is too expensive.
Verifying an applicants credentials and clear criminal history costs less than a few hours on the job which is an excellent return on a small investment

What is the “Gold Standard”?
* Applicant must expressly authorize screen
* Applicant must be given notice before any negative information is used against them
* Screening agency must investigate applicant claims that report is inaccurate or incomplete
* Report may only be used for a permissible purpose (e.g. Employment Screen)

What are the guidelines for evaluating the credit check?
Items to look for include: How many accounts, How many accounts are delinquent, How many accounts are outstanding, How much debt is owed, What is the current address, and finally, look at the report in conjunction with what job they are applying. The credit history should not be the sole decision maker in employment decisions.

How do local and state laws affect background screening?
This issue is best addressed the your company attorney

Do you have to specify all aspects of the background screen or is a general release enough?
The authorization and release must be a separate document. It is not necessary to list everything, but it must be clearly stated what the purpose is.

Can the Authorization and Release be stored with the Employment Application?
Yes, the release and application can be stored together in a secured environment (locked in file cabinet)

Should we perform a credit check on all employees or just management?
This depends on access to confidential company information. If an individual has access to confidential company information and/or is dealing with company financial's, a credit history is suggested. It is best to consult your attorney regarding your company policy.

If we are doing a criminal background check, do we still need a release?
Under the FCRA, yes, it applies to any consumer information.

Can I check for previous workers comp claims prior to offer?
According to the ADA, workers comp checked pre-offer has been ruled as discriminatory for the past 10 years. If checked post offer, you can’t not hire based on the results, but the individual can be placed in a situation where they can not have the same injury

Can I withdraw an offer for a convicted felon prior to sending adverse action and receiving a response?
No, under the FCRA, if you are taking adverse action based upon the results of a consumer investigative report, you must send a pre- and post-adverse action letter.

Can I perform a civil record search for employment purposes?
No, unless there is a legal justification for not hiring an individual based on civil record searches.

What are the requirements for not giving a reference?
Many people feel that it is against the law to provide information in a reference, however, there is no law to prevent why telling the information. Many times, a third party is able to access more information, it is their job to make the time to complete the references.

How far back should one go on a criminal background?
In general, Felony and Misdemeanor checks run for the past seven years. If there is a guilty conviction past 7 years, there are no federal limitations on reporting the information. Individual states may have their own limitation’s, therefore, it is best to research your state laws. Researchers typically search the past seven years which is in compliance with the Fair Credit Reporting Act.

If management is anxious to hire quickly and the individual starts before the results are back, is this ok?
This is ok, however, it is advantageous to communicate prior to the offer that the employment is “at will” and conditional based upon the results of the background investigation. If negative results come back that would result in adverse action, HR and Management would need to review the adverse action with the individual in order to proceed with the termination.

What about record keeping?
Background screening firms typically retain the information for a 7 year time frame. Please note that this can vary per state. If you keep the reports, keep them in a locked, secured environment for a period of seven years. It is not suggested to keep them electronically on your computer system. If you do keep them on your system, make sure that you make sure that you have them in a password protected document.

Are there any registered agencies within the National Association of Professional Background Screeners?
No, all are members and have paid dues. NAPBS is made up of 300+ companies engaged in pre-employment and tenant screening. HirEase is a founding member of the NAPBS. NAPBS was established to promote ethical business standards and practices for screening. They promote compliance with the FCRA, foster
awareness of issues related to consumer protection and privacy rights and advocate industry needs to local, state and federal lawmakers.

Should churches perform background screening?
Yes, for everyone it is becoming the norm.

How should we introduce background screening when it has never been done?
It is suggested that you have all employees sign the authorization and release. Provide an educational session as to what employment screening is, why it is in place, and the reason for starting the screening (safety for all workforce, etc).

How do you know when running criminal background checks if you are
getting the best information?
Traditionally, the best searches are those run on the county level. Statistically, 95% of all crimes are committed in the counties in which the individual has lived. They can be supplemented by a statewide search (where available) and/or the national criminal search. Running a 10% hit rate on average within the industry is typical.

Does the National Association of Professional Background Screeners have sample policies?
Yes, additionally, if you are a member of the Society for Human Resources Management (SHRM), sample policies are located on their website.

What can we legally do when there is a warrant out on the applicant?
Call the arresting agency, you are legally bound to protect your employees.

What if we receive information on a criminal check that an individual is convicted of a criminal sexual offense?
It may not be job related, but character related. How you decide to pursue this
would be based on your company policy.

Why should be screen applicants?
* 10% of job applicants have a criminal record
* 40% of resumes contain material lies or omissions about education, past employment or qualifications
* Costs are reduced that are associated with bad hiring

What should a written screening policy include?
1. Type of searches to conduct (by general job classification)
2. Depth of searches
3. Number of past employers to verify
4. Where to search criminal records
a. Statewide
b. County by County
c. Federal
d. Multi-state database
5. Handling of Adverse Information that will result in: No-hire & Caution before hire
6. Post-hire practices for regular updates (criminal, driving records, credit reports)
7. Review of FCRA and local state laws

What is the typical process for employment screening?
1. Subject signs an FCRA release form, authorizing screening
2. Employer provides release form and subject data to screening agency
3. Screening agency conducts investigation according to federal, state and local laws
4. Results provided to Employer, usually within 72 hours
5. Employer shares results with subject, as required by law

How does the EEOC impact employment screening?
The screening agency must work to help employers use the data correctly in accordance with EEO laws. Information used to determine eligibility for employment must be job related. A criminal record cannot be used to automatically disqualify an applicant, unless there is a business justification

What is the National Criminal Background Search?
A powerful high-speed multi jurisdictional search of state and county criminal records databases. States Included: AK,AR,AZ,CA,CT,DC,FL,GA,IA,ID,IL,IN,KS,KY,MD,ME,MI,MN,MO,
MS,MT,NC,NE,NH,NJ,NM,NV,NY,OH,OK,OR (Benton, Clackamas, Lincoln, Marion and Yamhill Counties),PA,SC,TN,TX,UT,VA,WA,WI. Though "National" in scope, data provided is compiled from multiple public record data sources. We makes no claims to the completeness of the database or that data for all states or jurisdictions is included in the current product offerings. We acknowledge that the service provided here does not substitute for an in-person courthouse search of criminal records and we recommends that the database products be added to end-users traditional screening methods. We take reasonable measures to update these records as available, but as in all public records, we rely on the completeness and accuracy of each state’s records.

What is the OFAC, Terrorist Search?
The Global Report™ Patriot Act Name Search includes the following U.S. and foreign sanctions and watch lists. Lists notated with an asterisk (*) indicate a geographic-based sanctions list. Additional sanctions and watch lists will be added as U.S. or foreign governments and international organizations release them. These lists currently include:
1. OFAC Specially Designated Nationals (SDN) & Blocked Persons
2. OFAC Sanctioned Countries, including Major Cities & Ports*
3. Non-Cooperative Countries and Territories*
4. Department of State Trade Control (DTC) Debarred Parties
5. U.S. Bureau of Industry & Security (formerly BXA) -
a. Unverified Entities List
b. Denied Entities List
c. Denied Persons List
6. FBI Most Wanted Terrorists & Seeking Information
7. FBI Top Ten Most Wanted
8. INTERPOL Most Wanted List
9. Bank of England Sanctions List
10. OSFI - Canadian Sanctions List
11. United Nations Consolidated Sanctions List
12. Politically Exposed Persons List
13. European Union Terrorism List
14. World Bank Ineligible Firms

What is a National Sex Offender Search?
This database contains currently registered violent and sex offenders with felony conviction records. The data has been compiled from violent and sex offender registries in 49 states and the District of Columbia. Further investigation via statewide criminal record databases or county level research is strongly
recommended. Links to each state repository are provided for viewing details of offenders' records.
States Included: AK,AL,AR,AZ,CA,CO,CT,DC,DE,FL,GA,HI,IA,ID,IL,IN,KS,KY,LA,MA,MD,
ME,MI,MN,MO,MS,MT,NC,ND,NE,NH,NJ,NM,NV,NY,OH,OK,OR (Benton, Clackamas, Lincoln, Marion and Yamhill Counties),PA,SC,SD (Pennington Cty, Minnehaha City and Aberdeen City),TN,TX,UT,VA,VT,WA,WI,WV,WY.

Why would Assessment Testing help in the hiring process?
Assessment testing can add up to 10% to your bottom line. It is an excellent tool to assist in the selection and development of your employees. There are several different styles of assessment testing, from skills testing, personality testing and ability testing. HirEase offers several different testing and development tools
and will be happy to provide additional information per your request.

What is the Employment Screening Questionaire? How will this help in the selection process?
The Employment Screening Questionnaire (ESQ) assists in reducing absenteeism, lateness, on-the-job substance abuse, and turnover by identifying high-risk applicants. The ESQ assists in the identification of additional applicants similar to your best employees. Utilizing the ESQ can increase customer service and satisfaction levels by selecting employees who are more dependable, agreeable, more manageable, and enjoy working in a team environment. Research indicates the ESQ’s forced-choice format produces 2 times the validity of traditional-format assessments.

What is the OPQ32? How will this help in the selection process?
The OPQ32, a work styles assessment for managerial and professional staff, helps you make better selection and development decisions. In only 30 minutes, you can gather invaluable information that could otherwise take months, even years. Over a decade of empirical research has shaped this iteration of this flagship SHL product. Get Proven Results. The OPQ32 is a powerful, complementary tool to ability testing and a structured interview. • Increases the probability that you select the right people.
• Reduces your costs by making the entire hiring process more efficient.
• Identifies hidden reasons for weak performance.
• Allows you to plan a more customized and effective development strategy. Candidates respond to a variety of work-related behavioral statements which assesses 32 critical work behaviors.

What exactly is a sales ability test?
Typically, sales employees have the greatest impact on your organizations revenues, profitablilty and public image. Identifying top sales professionals is often a particularly difficult task, as many applicants don’t live up to company expectations. The Sales Ability test provides an applicants sales-oriented personality, as well as, narrative text describing the implications of one’s personality on behaviors relevant for sales work.

How does assessment/ability testing work with the EEOC?
HirEase has spent time and research evaluating various assessments and companies where they were developed – therefore, assisting in your due diligence. HirEase has selected assessments which are in compliance with Americans With Disabilities Act of 1990 and EEOC standards. Additionally, HirEase will work with you through the administration process to ensure the assessments are evaluated and applied for the best value-add.

What type of drug screening to you offer?
HirEase offers DOT & Non DOT 5 panel, 10 panel, Oral Fluid Testing and Hair testing. HirEase has affiliated with three major drug testing companies which offer collection facilities nationwide.

Do you offer random drug testing on-site?
HirEase offers oral fluid testing which can be administered on-site.

How does your billing work?
HirEase offers billing twice a month or monthly, depending upon your company preference. Our billing is in a clean and easy to read format with a summary page followed by detailed line items per applicant. Billing can be sent via mail, email or fax. HirEase accepts Visa, Mastercard, American express, Discover and Company Checks.


References: SHL, Inc., Bruce Berg, SHRM and NAPBS