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Frequently Asked Questions | |
| Q: | Why conduct background checks? |
| A: | So many reasons: In some cases, it’s the law: some employers are required to screen candidates for certain positions;
Demonstrate your commitment to, and your record of, exercising due diligence in the employment process; Ensure the hiring of a quality workforce by bringing fact rather than instinct into the selection process; Improve productivity by improving performance, and reducing absenteeism and tardiness; Discourage candidates from falsifying or exaggerating aspects of their qualifications and experience; Reduce turnover, and the cost of turnover that comes from re-recruiting, re-hiring, re-training;
Reduce the liability associated with negligent hiring;
Promote a safer workplace/environment for your employees, clients, the public, and family; Ensure a safer home environment when dealing with in-home service contractors and personal care providers.As many as 35% of all résumés contain falsifications and/or exaggerations of experiences and credentials. Additionally, the front pages of our daily newspapers attest to the growing incidence of theft, fraud, and even violence in the workplace, and at home. The cost of doing preliminary screening is negligible when compared to the cost of having to re-recruit, re-hire and re-train when you learn an employee falsified his/her credentials. However, those costs can pale in comparison to the potentially significant costs associated with claims of negligent hiring. top of page |
| Q: | Why conduct reference checks as well? |
| A: | Background checks—such as verifying employment, verifying academic and other credentials, or checking motor vehicle records—are a good way to ensure that individuals have the credentials and licenses you seek. Checking criminal records can ensure that you aren’t bringing an unsafe, even dangerous, employee or volunteer into your workplace or your home. But if candidates have the credentials you require, and are free of a criminal background, how do you further distinguish among those who meet your minimum qualifications? By conducting reference checks. By contacting references you can explore information concerning an individual’s past performance that only former employers, managers, and others can provide. top of page |
| Q: | So much has been written about the information an employer cannot ask of a prospective employee, is it legal to
inquire into an individual’s criminal record, previous employment, credentials, and credit record? |
| A: | Absolutely. In some cases it is required. Even in cases where it may not be required, more and more employers are being held liable for an employee’s actions—particularly if they result in harm to others—if reasonable inquiries into a person’s background were not done before that person was hired. As long as the information you seek doesn’t violate any anti-discrimination or other laws, rules, acts, or statutes, background checking is lawful, and important. top of page |
| Q: | What law(s) govern background checking? |
| A: | Many laws govern how an employer and third parties conduct background checks. The federal Fair Credit Reporting Act (FCRA), as amended, is the most encompassing, and includes procedures to follow. While the Act began as rules governing only credit-related inquiries and reports—and the use of such information—its scope has been broadened to include employment-related screening done by third parties. Many states also have consumer laws that impact how an employer conducts background checks—too many to cover in any depth in this web site. Employers are strongly encouraged to seek legal counsel concerning individual state requirements. Anyone involved in the employment process or background checking should become conversant with the provisions of the FCRA and other relevant federal and state laws and rules. While we aren’t a substitute for legal counsel, RefCheckSM's in-depth knowledge of the FCRA, coupled with our extensive background in human resources, provides our clients a unique level of expertise on the practical matters of the FCRA. RefCheckSM has developed an FCRA guidebook to help you become FCRA compliant. It includes special forms, letters, step-by-step procedures, and the attachments employers are required to provide. Call us for more information concerning this guide. top of page |
| Q: | Where can I obtain the text of the Fair Credit Reporting Act? |
| A: | The complete text of the Act is available at this FCRA link. top of page |
| Q: | What searches should be done? |
| A: | There’s no easy answer. Some background checks have become a routine part of the selection process in many organizations and industries simply because of their commitment to due diligence in the employment process. Others conduct certain background checks because the law requires it. Still others screen because their insurance companies demand it. In many instances it’s simply common sense—e.g., checking motor vehicle records for a prospective driver, or checking the criminal records of persons who will be working with/caring for our most vulnerable populations, such as children, and the elderly. Background checks and reference checks are an integral part of the selection puzzle. Both background checks and reference checks should be conducted on all finalists for a position in order to have factual information on which to base a selection decision, and to ensure that all candidates are treated equally. Additionally, all employment should be verified back at least seven years, and criminal records should be checked. Beyond those basic checks, employers should define the nature and level of screening necessary for each position based on the demands and qualifications associated with that position, and conduct additional screening where advisable. Whether screening is required or just makes good sense, there are very few situations, involving very few jobs, where background checks and reference checks aren’t advisable. top of page |
| Q: | Do I have to inform an individual that I’m going to be checking his/her background? And does the individual
have to authorize my doing so? |
| A: | Yes, the FCRA requires that you disclose that you’ll be checking an individual’s background and, yes, the individual must authorize you to do so. The FCRA is very specific about what should be included in such a disclosure and authorization. RefCheckSM recommends that employers use an FCRA-compliant disclosure and authorization form with every hire, for two important reasons: (1) Even if you conduct background and reference checks yourself, some screening will be either very impractical or impossible for you to do, necessitating the involvement of a third party; and (2) After an individual is hired, an employment-related issue might arise that demands that some additional background information be gathered. Having the disclosure and authorization already on hand will facilitate further checking. RefCheckSM has developed an FCRA-compliant disclosure and authorization form that we make available to our clients. top of page |
| Q: | There are many companies offering screening services; why choose RefCheckSM? |
| A: | Because RefCheckSM … …offers the experience, human resources expertise and customer service that our clients tell us makes a significant difference in the quality, timeliness, and value of the information we provide. …has been in business providing human resource-based pre-employment and employee screening services since 1986—one of the oldest and most respected reference/background screening firms in the country. …offers the interviewing and screening skills and expertise that comes from a highly trained, highly professional staff with well over a half century of combined experience finding, screening, interviewing, and hiring the best candidates, from entry- to executive-levels. We also have the extensive employee relations experience that comes with handling the consequences of not hiring the best, most qualified candidates available. …brings 100% objectivity to your hiring process—the objectivity necessary to explode all relevant areas because as a neutral third party we have no vested interest in the selection. …brings consistency to your hiring process—the consistency you need to ensure that every candidate is treated the same. …can devote the time and energy to screening and reference checking that many companies/organizations don’t have the staff, time, and/or expertise to do. …ensures the information gathered is as accurate and comprehensive as is available from local, state or nationwide sources. …delivers the information you need quickly. top of page |
| Q: | Does RefCheckSM offer any services not offered by other screening firms? |
| A: | Because of our extensive experience in human resources, RefCheckSM understands your needs. We distinguish ourselves by not only performing background checks, but by also providing you with thorough job-related information concerning an individual’s past performance, skills, strengths, weaknesses, reliability, work habits and other critical information. We gather this information through in-depth interviews we conduct with former managers and others who have critical information to offer. We of course offer the full complement of basic screening/background checking services as well—including drug testing and Ohio and FBI electronic fingerprinting services—so that, through a single contact, you can gather all the background checking and reference information you need AND have it compiled and sent to you in a single report. RefCheckSM can also customize its services to suit your particular, special needs. top of page |
| Q: | How do I order services from RefCheckSM? |
| A: | Via this web site If you do not yet have an account with RefCheckSM Register Here to establish your eRefCheck web ordering account, and simply follow the prompted instructions. If you’re already a RefCheckSM client, thank you! You may log in and order services by clicking Client Log In and following the prompted instructions. By calling us If you’re already a client of RefCheckSM but have not yet ordered services through our web-based ordering system, please call us to open your eRefCheck account. Contact us if you have questions about how to establish an account, or how to order our services. PLEASE NOTE: If, as part of the services you need, you’ll be asking RefCheckSM to conduct reference interviews with an individual’s former managers, supervisors, colleagues, or others, we can be more thorough if you provide a copy of his/her application, résumé, and a description of the position for which he/she is being considered. You may fax this information to us, or send it to us via e-mail. top of page |
| Q: | How do I find out more about RefCheckSM and its services? |
| A: | Click on this Services link for in-depth information concerning all of our services. Click Contact Us and we’ll be happy to answer any questions you may have, or supply you with all the information you need to get started. top of page |
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