Effective Pre-Employment Screening

Competitive economic environment in our times, firms can’t afford being sidetracked by problems involving employees like workplace violence, embellished résumés, theft, harassment, injury claims or embezzlement. The increasing growth of employers turning to pre-employment screening as the critical risk management tool to have chance to avoid having hiring bad employees in the first place, but at the same time, all companies are more cost-conscious as well. With the obvious benefits of pre-employment screening, the management always expects human resources professionals and security to produce big results with fewer resources. The Human Resources professionals and security are facing big challenge and they are finding new ways to carry out pre-employment screening program that is very effective and very cost-effective.

Four Goals of Pre-Employment Screening

One: Avoiding Negligent Hiring

The pre-employment screening program must show that employers use due diligence in the hiring process which means that employers needs to take reasonable steps to find a potential employee that is fit for the available job and protect the employer from negligent hiring lawsuit claims.

Two: Accurate Information

An effective pre-employment screening program gets factual information about the potential employee, to go with the impressions obtained from the interview part of the process. It is also a valuable tool for judging the accuracy of the potential employee’s résumés.

Three: Discouraging Applicants Involved With Crimes

Pre-employment screening is a tool that scares job applicants with something to hide, applicants with very serious criminal records will less likely to apply at a company that announces they have pre-employment screening

Four: Encouraging Applicants to Tell the Truth

Pre-employment screening should encourage job applicants to tell the truth in their résumés, job applications and interviews. And since they know the companies they are applying to have pre-employment screening and background checks, they can uncover information about themselves.

Evolution of Pre-Employment Screening to Mitigate Risk

For employers hiring new employees is a rushed process, especially if the job available is a critical mission. But neglecting to follow through on pre-employment screening will be more disastrous to the company than having an empty employee seat for a couple of months.

A limited pre-employment screening, a lack of checking the facts or single-minded policy about the hiring process could leave a company rushing the hiring process and pick an unsuitable new employee or worse with a tsunami of new liabilities and risks.

The Pre-Employment Screening Basics

There is no bare minimum for pre-employment screening, companies can do whatever they want, but that doesn’t mean they should leave pre-employment screening out of the equation all together. Employers need to look for the right fit for the job available and pre-employment screening will help to make sure that the potential employee is the right one.

Since every description of jobs is different, each place of employment needs to conduct different types of pre-employment screening and evaluation. Employers need to have a standard benchmark pre-employment screening process fir all levels of employment, from the retail cashier job to the CEO Job. A criminal background check is a recommendation in checking for any place the potential employee lived for the last seven years, including the state, city, county and multi-jurisdictional databases and educational verification.

Evolution of Pre-Employment Screening to Mitigate Risk

For employers hiring new employees is a rushed process, especially if the job available is a critical mission. But neglecting to follow through on pre-employment screening will be more disastrous to the company than having an empty employee seat for a couple of months.

A limited pre-employment screening, a lack of checking the facts or single-minded policy about the hiring process could leave a company rushing the hiring process and pick an unsuitable new employee or worse with a tsunami of new liabilities and risks.

The Pre-Employment Screening Basics

There is no bare minimum for pre-employment screening, companies can do whatever they want, but that doesn’t mean they should leave pre-employment screening out of the equation all together. Employers need to look for the right fit for the job available and pre-employment screening will help to make sure that the potential employee is the right one.

Since every description of jobs is different, each place of employment needs to conduct different types of pre-employment screening and evaluation. Employers need to have a standard benchmark pre-employment screening process fir all levels of employment, from the retail cashier job to the CEO Job. A criminal background check is a recommendation in checking for any place the potential employee lived for the last seven years, including the state, city, county and multi-jurisdictional databases and educational verification.

Misconceptions About Pre-employment Screening

Despite their importance, pre-employment screening is often subject to misconceptions and myths. Some of these misconceptions are harbored by employees and job applicants are mostly based on a basic misunderstanding about the process, laws and the very nature around pre-employment screening. To fully appreciate the importance and value of pre-employment screening, debunking the main misconceptions around them is the only way.

Criminal Records Are Signs of Unemployment

Both employers and job applicants tend to have misconception, most employers think that by virtue of having criminal records, a job applicant is not accepted. Most job applicants also think that criminal records mean they won’t get hired and they won’t have a job.

The reality is that the Equal Employment Opportunity Commission places certain restrictions on employers who use criminal records as an excuse to deny them employment. One requirement of the commission is that the nature of the conviction must have an impact on the nature of the job available. Also, a lot of employers realized that pre-employment screening and background checks sometimes return false reports. Which means rushing to make hiring decisions can lead them to lawsuits.

Applicants Have No Power

A lot of job applicants believe that they don’t have any powers when it comes to pre-employment screening. Thinking employers have all the cards, which is what some employers also think.

The Fair Credit Reporting Act gives job applicants all the power. For instance, any pre-employment screening cannot be conducted without the written consent of the applicant.

All Pre-Employment Screening Are the Same

This is the most common misconception among employers, which is what being perpetuated by cheap pre-employment screening firms. The goal is to convince employers that their services are as good as the expensive ones.

Background Check Services: Saving a Company from Adverse Consequences

Background check services consist of a process of investigating the credentials of potential employees to make sure that companies are hiring the right people for the available jobs, including a range of verification for potential job employees.

Potential Risks Companies Face

Depending on the current employee’s job in the company and on the nature of the company, the company will face a range of risks that will probably be avoided by conducting background check services.

• Financial Loss
• Operational Risk
• Damage of Status

A Comprehensive Solution

Companies may differ in size and location, which may need different types of background check services. A range of solutions developed that is entirely customized to meet the companies needs form pre-employment screening, background checks to interviews. With the understanding and years of experience about what kind of factors will impose a risk for a company, targeted checks performed will not only lower the risk for companies but also for their stakeholders.

Advantages of Background Check Services

• Integrity

Background check services make the company’s ethics strong; it is part of the insider threat management to enforce the ethics and integrity policies and guidelines.

• Ethical Climate Enhancement

Background check services will help enhance a positive ethical culture within the company where their employees share the company’s values. A positive ethical climate will add to the employee’s motivation that is self-enforcing and results into a responsible culture in the company.

• Trust

Employers will prevent potential issue through background check services. This leads to increasing the trust among all the employees and from regulatory people as well as with the shareholders and stakeholders.

Child-Related Background Check Services

Every day, children across countries come into contact with a lot of businesses and organizations like malls, schools, childcare centers and hospitals. The implementation and development of policies and legislation that provides for the background check services of people who will work or volunteer in child related work and organizations which is an important tactic for creating and maintaining organizations for the safety of the children.

Most stares have introduced legislation on providing for child related background check services or who are working towards such legislation. This legislation will show the broad categories of child-related employment where employers, employees, and volunteers need to fulfill background check services requirements. There are important differences all over jurisdictions about the type of background check services that are in place, what records are being checks and who needs to undergo such procedures.

Child Safety Policy Development and Professional Registration

Adding to the child-related legislation in employment, all states have legislation that needs people who want to register in certain jobs to undergo background check services for criminal records and offences. This means that even in jurisdictions when employment legislation related with children does not exist and there are still requirements for people who are working in certain jobs to undergo background check services, due to background check services as part of the application requirements, certain people are exempt from the requirements of those who are working with children.

Benefits of Background Check Services

Employers face a lot of challenges in the human resources sector. Hiring the perfect employee for the right job uses one of the most crucial and difficult challenges which became more difficult with a very mobile workforce and a global economy. Employers won’t be able to rely on just the interviews in making the right hiring decision, which is where background check services come in. Background check services include processes like pre-employment screening that allows employers to check and verify information about an applicant like their education, their job history and their performance. Pre-employment screening also reveals the most important information about the applicant’s behavior and if they had any substance abuse, bankruptcies, criminal convictions, civil litigation, their credit history and driving records.

Better Applicants Will Lead to Better Employees

Employers who use background check services as a part of their hiring process realize a lot of important benefits; there is a general improvement in the quality of potential employees, which leads to better workers and a workplace with high productivity and low turnover. For instance, pre-employment screening discourages bad applicants from applying, however, others will be more likely to honestly represent themselves.

51 percent of all résumés have inaccuracies and discrepancies in employment, performance and educational achievements. But it is also important to take in mind that announcement will encourage applicants that are high risk with criminal backgrounds to drop themselves, which will save money and time in the hiring process. However, the announcement does not discourage applicants who are qualified and knows that pre-employment screening will not show any significant problems.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/11/19/benefits-of-background-check-services/

Guidance on Pre-employment Screening and Selection

This will guide and help employers when they interview, choose and accept new employees or even in promoting a current employee from within the company. But before the interviews begin, employers should take steps to make sure that they reached all the thoroughfares of the pool of qualified applicants.

• Employers must take in mind that the application form is their calling card. They must know that any questions on the application form unrelated to the job will appear as somewhat discriminatory and will dissuade good and qualified employees from applying to their company.
• Newspaper and magazine advertising will attract women primarily because they are the main readers. Members of minority groups, people of different sexual orientations and people with disabilities are people of the community who communicates a clear message that qualified applicants from disadvantage groups are welcome to the employer’s company and be treated with respect.

Interviews and Notes

Interviews are always a part of pre-employment screening and conducted by employers to learn more about the suitability of their applicants who are under consideration for a specific job. But sometimes the information being searched during the interviews are not even relevant to the job now available and let discriminatory elements effect the pre-employment screening and selection process. Discriminatory questions like:

• Where the applicant was born which has nothing to do with their ability to do the job available.
• Asking their height and weight, which are not for measure of physical strength, but for screening out women or some ethnic or racial groups that is much smaller in stature.

Background Checks 101

Employment background checks revolve around information of people who can result in negative reports that have unfavorable outcomes for a lot of applicants. These reasons make legislation that will protect the right of job applicants and employees and make sure that the information revolving in employment background checks are both right and recordable.

A lot of employment background checks based on people’s names that can generate results that don’t even belong to the applicant being searched. The most common names are more likely to have duplicate or unrelated retrieved. There records taken out by comparing other identifiable personal information like the birth place or date of birth. There is always a risk of misidentification when there are billions and billions of people walking around in the universe. But rules still exists to protect applicants by providing ways to current any mistakes and dispute the processes and ways.

What is Fair Credit Reporting Act?

Fair Credit Reporting Act is the main piece of legislation that controls employment background checks, but this act applies to more than just credit reports. It has any and all information being reported to employers by the ones who provides employment background checks.

Employment background checks are also known as consumer reports or investigative consumer reports which differ on the type of information being searched. The act requires employers to take a few steps that include consent and notice before conducting employment background checks; the act also set the specific process and ways followed by employers when they take adverse action against applicants like denying them employment, promotion or terminating their employment.

Transparency in Pre-Employment Screening Process

Many employees think the process of pre-employment screening is a total mystery. Misconceptions of applicants spread about what pre-employment screening consists of the range of the permanent records to the idea that pre-employment screening of any kind is illegal. But the truth is if conducted the right way, the process of pre-employment screening is a transparent exercise. Following the right rules will help lower or destroy the uncertainty and the worries that a lot of applicants, especially those who have nothing experience when they of through pre-employment screening making one of the first interactions applicants have with employers a good one.

Pre-employment screening is not a secret attempt for companies to kick out applicant they don’t want. Laws especially the Fair Credit Reporting Act is here to make sure that the process of pre-employment screening is clear and transparent.

Employers should tell the potential employee first that they will subject to pre-employment screening. As said in the act, employers need to tell the potential employee that the company will conduct a consumer report as a part of pre-employment screening in a disclosure that is crystal clear to the applicant and in the document that will only consist of the disclosure. Disclosure should have the name and the contact information for the firms who will conduct the pre-employment screening process to complete the report. The applicant needs to have an awareness of the requested report and the company completing the said report.

Requirements of the Act and the Right of Applicants

After the report is completed, the applicant will either be offered the job or denied the employment or take back the offer given. The act also requires employers to tell the applicant of the decision they made based mostly or partly on the report and they should have the contact information about the firm who conducted the pre-employment screening. Applicants will get their chance to speak for their part about the results of the report with the firm. If the applicant decided to do this, the firm will tell the employer. The pre-employment screening firm has 30 days to do an investigation again. If the employers decided to move forward with the decision, the applicant will receive notifications on the final decision of the employer.

Contract Employee Background Checks

The use of contract employees is increasing in recent years; employers in a lot of industries rely on contractors to get the job done. But in the employee background check criteria the companies who contracts for its employees if there is one. There might be an employee background check in place, but these are both frequency and quality.

Protecting the Company

Employers should protect their companies, their employees and mitigate the risks that are because of contact workers. Employers need to develop a process for employee background check that will apply to all their employees. And they have to make sure that the policies will meet the needs of their companies and all the federal, local, state and industry requirements. Providers of employee background check services are knowledgeable representatives will help employers in evaluating their current policies and develop a program that will meet their needs. Once the policies are in place, the key is consistency. Employers must make sure that these policies will apply to both employees and contract workers in their companies. Employers need to ask third-party firms to do the same employee background check services in their company. Hiring contract workers who are not properly background check will not only damage the company’s status, but will also hurt financially and will end up in lawsuits.

When Dealing With Vendors

When working with people who give contracted workers, employers have to find out how they do their employee background check services and which firms do they use and what their employee background check services cover. Preferably, employers should offer them their company’s requirements for employee background check services and ways. Be specific in all the requirements for the employee background check like criminal records searches, licenses, references and employment. List the same ways the company use to background check their employees. To make sure that employee background check services are consistent to all contracts and internal employees, employers have to make the vendors use the employee background check their company use.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/10/28/contract-employee-background-checks/

Background Checks: Dos and Don’ts

A good pre-employment screening policy will make sure that a company will both take a rounded, correct and balanced view of an applicant’s background. There are some things that will help companies get the most from their background checks.

What to do

Verify the Identity of Applicants

Identity authentication is the key to the pre-employment screening process. Verifying is the applicant saying who they say they are should always be the first part. A lot of pre-employment screenings are ineffective if even the applicant’s basic details are not correct. Applicants may hide their criminal records or other information by changing addresses or leaving a gap. If the applicant is new to the country, their records of earlier residences in other countries thorough background checks will check it.

Check Qualifications

Using third parties to confirm an applicant’s qualification can make sure that the legal and industry requirements met.

Employers need to thorough pre-employment screening on the applicants they are hiring and make sure that they have relevant certification before taking them on and have proof that they took the right paths years down the line.

Add Criminal Records on Pre-Employment Screening Process

Criminal records highlight a minor offense like a penalty for speeding. Situations like this, employers can make their decision in hiring, a lot of serious convictions even if it can bring an impact on the job they applied for and bring applicants’ integrity into question.

Appropriate ways should be implemented to prevent any risks that will harm other staff or the status of the company.

Employment Background Checks are the Crucial Kind of Checks

Employment background checks are one of the most important checks, employers need to easily confirm an applicant’s past work experience and it also shows applicants who falsify information which is one of the most common areas. Reports say that there was a discrepancy rate of at least 27 percent in the employment background histories based on more than 290 thousand employment verification conducted in the last months of 2014.

Conduct employment background checks and look into an applicant’s past work history that can show insight into their stability and loyalty to their job and employer. Employers compare the applicant’s claims on their applications with the real results of the employment background checks reported by the background check company hired by the employer.

Employment background checks will verify:
• The start and end of job dates
• Titles the applicant held
• The applicant’s salary
• Their job duties
• And the reason for their termination and rehire eligibility

Conducting Employment Background Checks

Employers must get the applicant’s permission before conducting employment background checks. The applicant can decline permission to contact any employers from previous employment. But applicants can still be asked for permission to offer documents to prove their employment, but same goes to previous employers who cannot be contacted especially those who are no longer in business. Employment background checks will verify previous employment based on the clients’ guidelines.\

Question Answered About Pre-Employment Screening

Heart Pounding, Brain Racing, Pre-Employment Screening.

This is not unusual for applicants when they were asked by employers that they will conduct pre-employment screening on them even though they had the interview process. Understanding the reason and the scope of pre-employment screening should put every applicant's mind to rest. These are some questions about pre-employment screening and the answers to ease the minds of the entire pool of applicants looking for jobs.

What Do Companies Look For In The Pre-Employment Screening Results?

Employers check our background to see if the applicant and their résumé don’t have any kind of red flags, which is one of the reassessment and why applicants should always be truthful and correct in their résumé.

They will also look for the criminal records of the severe problems that an applicant might have. Employers are always trying to protect their company and themselves from liars, thieves, anger problems, drugs and alcohol abusers, which are unstable in one way of the other who will repeat and bluntly bend the rules.

The pre - employment screening includes a 10-year criminal history check that shows in an applicant has ever been convicted of misdemeanor charges or any kind of felony. Driving records, Social Security and Credit history will also show up in the check. Driving records, Social Security and Credit history will also show up in the check. Employment, education and references checked by most employers during the pre-employment screening

Continue reading the original post at https://intelifiblog.wordpress.com/2016/09/29/question-answered-about-pre-employment-screening/

An Employer’s Guide to Pre-Employment Screening

Conducting pre-employment screening on applicants is a very important part on the hiring process. This guide will offer employers advice on conducting pre-employment screening in a way that will support their company’s important goals.

Careless approaches to pre-employment screening wrong applicants, with damages in terms of low morale and costs as a result and the employer and his or her reputation because of legal challenges.

There are many reasons why guidance is good for practice in conducting pre-employment screening is necessary:

• The employer adopts legal and ethical practices and gain increased public recognition needed.
• Social media as a part of the pre-employment screening during the hiring process, but it is not yet clear what the legal implications of this practice might have.
• Employers shift towards outsourcing, hiring background check companies to conduct pre-employment screening.
• And lastly, previous employers are not great references since they are reluctant to make any negative comments for legal challenge purposes.

The guide draws on topics with employers, employment lawyers and HR professionals who have extensive knowledge and experience in advising and conducting pre-employment screening.

There are core principles that need research for the employer’s aims which are a relevant guidance for all the sectors in conducting pre-employment screening:

• To protect the company, clients and customers.
• Make sure to have compliance and non-discrimination with the data protection law.
• Be fair to all applicants.
• Do not rely on opinions but facts.
• Validate every information that will be useful for hiring.
• And lastly, be open and transparent to applicants about the pre-employment screening process.

Choosing Background Check Companies

These days, when you read publications about management or human resources, it is impossible not to see articles about the “war on talent”. The management for talent has become the ideal mantra in creating competitive advantage for companies of all kinds in our economic marketplace.

The focus employers have one tablet every time they hire new applicants, especially for management, technical and high valued jobs; many important things riding on the hiring decisions of the employer. There is a lot of success for companies that hire good employees, but hiring bad employees may cost companies a lot more than status or money.

Bad Hires Cost Companies

Companies who have reports of making bad hires lost tens of thousands of dollars in their financial cost, 29 percent of German employers have reported that they lost at least 80,000 dollars due to hiring mistakes. Making bad hires can have several consequences across a company; the costs are high when you add strained clients and employee relation, missed opportunities of sales, legal issues and resources for hiring and training new applicants.

There are reports that employers have insufficient information that contributed to the employer’s bad hiring decisions and failure to check an applicant’s references which is one-third of the problem, lacking in information on applicants and their background and experiences.

Background Check Companies

Background check companies and their pre-employment screening serves as a critical role in finding information that the employers need to make a good hire. The pre-employment screening includes background checks. Background checks provide information that can help employers make the right hiring decisions, but if done poorly, it will have a negative Impact to their company.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/09/12/choosing-background-check-companies/

What Is Pre-Employment Screening?

Foundation of a good security is Pre-Employment Screening. It looks everywhere to verify information of those you are screening to check that they meet your requirements of employments and if they are legally permitted to take up employment offers.

Pre-employment screening is also used to confirm the potential employee’s information and verify their skills, employment and educational history. Concerns also rise when it is about the applicant's integrity like, involvement in any illegal activities, documents that are not genuine, gaps in previous employment, unsubstantiated claims on their application forms, adverse references, and the evasiveness of the applicant to give any information.

Other part of the hiring process can give opportunities to use pre-employment screening. Your opinion will form when you interview the applicant.

Applicant’s Social Media Networks

The use of the social media is widespread routine and is still growing which is also the case for employment reasons. A lot of employers are reviewing the social media profiles of the applicants as a part of the hiring process. A number of challenges will come up when employers use social media for pre-employment screening information. Employers should consider some simple principle, if they will conduct social media checks of applicants.

Migrant Workers

Employers will have a civil penalty if they use migrant workers who have no entitlement to work in a certain country. Employers should be aware of the point based system for people coming to work from outside the European Economic area. Employees must pass a test under the point-based system points give rewards on ability to speak English, salary and experience.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/09/04/what-is-pre-employment-screening/

Background Checking Before Marrying

Stories that may have come up in the news, rumors spreading about these kinds of stories and maybe it just happened to someone you know. Someone fell in love and found their soul mate and they got married and only then they found out about their spouse’s past. A criminal record that has sexual abuse or their spouse has another family and kept it a secret.

If you had thought about getting married or you are already engaged, you may want to consider hiring background check companies and conduct a search on your soon-to-be spouse. Background checks are not mandatory. But if you have doubts and you suspected something about them that is not right, or you just want to make sure that you are marrying someone who they say they are, then hire background check companies that will help you find information on your partner. But you still need to know what kind of information background checks can give you and how to get one.

Kinds of Information When Background Checks Are Conducted

There are different kinds of information you might want to know about your partner. And to know this you have to hire background check companies that will conduct the search for the information you need. Some information is easy to find and some are not.

• Divorces and Marriages

Was your soon-to-be-spouse married before? Did they get divorced? How many marriages and divorces did they have? These are the kinds of important questions you might be asking yourself and it is one of the main reasons for conducting background checks.  Bigamy might be a problem when you got married when your spouse isn’t divorced to his/her wife or husband. Marriage and divorce records are always open to the public and can usually be found in county offices or courthouses but in some places, these kinds of records are confidential and you or even background check companies are not able to access them.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/08/29/background-checking-before-marrying/

Effectiveness of Pre-Employment Screening

Being side tracked by employment and employee problems like violence, theft and harassment in the workplace cannot be given solution by companies especially in today’s economic competitive environment. Pre-employment screening critically increased the employment processes of the employers as a risk-management tool to avoid having avid problems in hiring employees in the first place.

Companies are cost-conscious at the same time. Even though a lot of obvious benefits when an employer conducts a pre-employment screening for their company, expecting human resources professionals and security by their management to find and produce more results with a small resource.

Human resources and security professionals are facing a big challenge when they have to find ways to start a very effective and cost-effective pre-employment screening program. To find a way to start a cost-effective pre-employment screening program, a kind of program has four goals.

Legal Aspects of Choosing Background Check and Background Check Companies

These are advice for customers to consult their employment when finding the right kind of background check companies.

Background Checking for Employment Purposes.

Almost all companies hire background check companies that will conduct some type of background search, which often includes one or m
ore of the checks like criminal records checking, reference checking and past employment verification.

Adverse Selection.

Companies mostly uses with background checks to check applicants, companies that don’t do background checking are attracting higher percentages of people with adverse kinds of records. Adverse Selection refers to these phenomenon of companies that do not use background check companies to screen and that attracts an applicant pool that has a higher percentage of criminal records or other will generate problematic issues in their background.

The Result of a Typical Background Check.

Conducted by background check companies and used to help show whether or not a person is telling the truth to questions on an employment application, which includes if they have criminal records and in what they stated on their résumé. Depending of the potential employer’s preferences and goals, background checking is both basic and comprehensive. On the average, 10 percent of the time, they add a felony or a misdemeanor on an applicant’s background check report. With respect to non-criminal searches, the background check may show discrepancies between the reported and real dates of employment, degrees and job titles.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/08/25/legal-aspects-of-choosing-background-check-and-background-check-companies/

Using Background Checks to Build a Dependable Workforce

A report from the Bureau of Labor Statistics shows a small increase in jobs are making our ascent a slow and painful one out of this recession. There are still so many displaced workers while the increase in the economic stability is creating jobs. If you are one of the employers who has abilities to hire potential employees in this market, you are very lucky. 

An advice will refresh them on how to weed out the ones with a less than desirable traits and histories and spot those who are leaving out or adding false information and in the end, may cost you a lot of money. If you are thinking of digging into resumes of potential employees, or hiring companies that offer background check services and to avoid finding the truth the hard way.

These are the facts to know to improve your process of hiring and build the best workplace for your business.

• 53% of applicants list false information of their documents while some employees are hiding more than just a gap in their work experience.

•  Screening and Background Checks Services can help minimized decisions that cause bad hiring decisions and protect your brand and company from devastating you or your employees are a possible victim of theft, death, negligence lawsuits for your company and cause of closure of your company.

Developing a Workforce Using a Pre-Employment Screening Software

Pre-Employment Screening Software uses strategies to get to the core of who you really are. And companies that are willing to pay high prices for it. Hiring potential employees with skills of integrity, excellence and teamwork can improve the environment in the workplace, build a strong foundation for the future growth of the company and gain customer loyalty.

Pre-Employment Screening Software is one of the many parts that makes the entire process of reviewing and evaluating applicants and their resumes look evolved and quick, call these application with its many names but they speak their “language” fluently so that employers can see if applicants are truthful and their resumes aren’t full of false information.

In fact, over 30 percent of applicants exaggerate and embellish achievements on their resumes. Even though resume pre-employment screening software programs will filter through the pile of false information. Always choose the best pre-employment screening software that will suit your needs.

• Pre-employment Screening will speed up your recruitment process, with so many options on the market, pre-employment screening Software will help you go through applicants quickly and efficiently.

• Pre-Employment Screening  software are always available at your price point whether you have a big or small budgets, so investigate your options. Some will offer online training while companies will offer just the software as well.

• Always stay focused on your goals and follow them when you investigate Pre-Employment Screening Software companies. Profits will either increase with or without this extra feature.

Different Kinds of Background Checks

Background Checks are the information that will show up when conducted by background check companies, which includes the Social Media Profiles, Records of Properties, Address History, Phone Numbers, Relatives, Neighbors lawsuits and criminal records of the person being checked out.

Background Check Companies. They are the ones who are hired by people to secure safety upon their brand and businesses. They put their time, effort, man power and other resources so that clients know the people they are hiring.

There are several kinds of background checks, they are mostly used to find out when an individual or a company has criminal records, embellished applications and even just knowing if they are safe to hire. Some background checks are used to save money and cheap, they take different approach on background checks.

Here are the kinds of background checks:

• Complete Background Checks

Employers are finding out that it’s no longer sufficient to conduct simple criminal background checks to protect their status and assets. An applicant’s character has more than one facet not just criminal history but also employment, education, licenses verification, their skills, experiences and workplace attitude and behavior. Employers are recommended to conduct at least basic searches for all the staff and other additional searches for the needs of the employer and the applicant who will fill the position.

• Personalized Background Checks

Fixed packages might seem ideal but in reality they actually mean that the employer pays for the kinds of the searched that is not needed and the ones that were actually needed. The best background check companies help employers choose the searches that will be included in their background checks. They find a way to meet the employer’s budget and needs.

• Real Criminal Record Checks

Criminal Databases are so incomplete and out of date. There are holes in the coverage in completeness, time and accuracy. What, when and how information are included greatly varies for both the commercial compilers and the government reporting agencies. If any hits from the database must be verified with the proper jurisdiction and should be compliant with the Fair Credit Report Act and other similar state laws.

• Comprehensive Criminal Record Checks

Records is in the courts are not shared. Each of the criminal records repository contains different types of record and covers different time periods, geographic areas. Some criminal record types and jurisdictions needs to be searched depending on the employer and the job position the applicant will be filling.

Continue reading the original post at https://intelifiblog.wordpress.com/2016/08/07/different-kinds-of-background-checks/