Applicant Screening & Applicant Testing : Employment, Drug & Applicant Screening || Hirease

We understand that comprehensive applicant processing often means addressing concerns about what is legal, what is required and what is optional. We’ve compiled a list of broad sweeping answers that respond to commonly asked questions.

If you have additional questions about applicant screening and/or testing, please do not hesitate to contact us directly. At Hirease, there is always a friendly, helpful person available to answer your questions and to help you make smarter hiring decisions faster.


	IS EMPLOYMENT SCREENING 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 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.


	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.


	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 financials, a credit history is suggested. It is best to consult your attorney regarding your company policy.


	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, though there is no specific law to this effect.


	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 limitations; 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.


	SHOULD CHURCHES PERFORM BACKGROUND SCREENING?

Yes, it is becoming a standard to perform background screening in all industries, including religion.


	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 A CRIMINAL BACKGROUND CHECK 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 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 APPLICANTS BE SCREENED?

>> >> > >>	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?

>> >> >> >>	Type of searches to conduct (by general job classification) Depth of searches Number of past employers to verify Where to search criminal records

	>> Statewide >> County by County >> Federal >> Multi-state database
>> >> >>	Handling of Adverse Information that will result in: No-hire & Caution before hire Post-hire practices for regular updates (criminal, driving records, credit reports) 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


	WHAT IS THE MULTI-STATE CRIMINAL SEARCH?

A powerful high-speed multi jurisdictional search of state and county criminal records databases.

States Included: AK, AL, AR, AZ, CA, CO, CT, DC, FL, GA, HI, IA, ID, IL, IN, KS, KY, LA, 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, RI, SC, TN, TX, UT, VA, VT, WA, WI, WV. Though "National" in scope, data provided is compiled from multiple public record data sources. We make 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 recommend 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 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 all 50 states plus DC, Puerto Rico and Guam. 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.


	WHAT TYPES OF DRUG SCREENING DO YOU OFFER?

Hirease offers DOT & Non DOT 5 panel, 10 panel, Oral Fluid Testing and Hair testing. Hirease has affiliated with two major drug-testing companies that offer collection facilities nationwide.


	DO YOU OFFER RANDOM DRUG TESTING ON-SITE?

Hirease offers oral fluid testing that can be administered on-site.


	WHAT DOES OFAC STAND FOR AND WHY IS IT IMPORTANT?

The Office of Foreign Assets Control (OFAC) administers a series of laws that impose economic sanctions against hostile targets to further U.S. foreign policy and national security objectives. This exhaustive report screens the names and descriptor information of people identified as posing a threat to the interests and security of the United States. This screen also runs against a database of known narcotics traffickers, terrorists, and businesses and organizations supporting threatening activities.
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* Information provided in part by SHRM, NAPBS, SHL, Inc. and Bruce Berg