A background check is an investigation of a person’s history, typically including criminal records, education, employment, and social media. The results are compiled into a report, which employers can view.
A typical individual background check includes verifying the person’s identity based on their name, date of birth and social security number. This step ensures the results are accurate and relate to the right person.
Criminal History 흥신소
A criminal record, formally known as a summary criminal history or “rap sheet”, is a list of your arrests and convictions. It should include the date and charge for each incident, as well as the final disposition (what happened). This can be a conviction or an acquittal, or it may be a dismissal or deferral. It should also show any court-ordered deferral or diversion programs.
The EEOC recommends that employers consider an applicant’s criminal history in context of their overall employment eligibility. A person’s conviction history should not automatically disqualify them from a job or prevent them from getting a good one, but they do need to weigh the information carefully and assess their rehabilitation since their crime.
Federal law does not limit how far back an employer can look into a candidate’s background, but many states have their own laws about when certain types of records are considered irrelevant or must be expunged. Also, local “ban-the-box” laws may affect what employers are permitted to ask on an app 흥신소 lication or whether they can wait until a conditional job offer is made.
When filling out a job application or writing a resume, an individual usually includes an employment history. This is a full or partial listing of all jobs an individual has held in the past along with their starting and ending dates.
Hiring managers may require a detailed employment history before hiring someone for a position. This verification typically involves contacting previous employers and verifying details such as the name of the company, job titles, the names of supervisors, and the dates of employment. It can also include any periods of unemployment or stated reasons for leaving a particular job.
Some companies will also check salary history in order to determine the type of salary an applicant is accustomed to earning. They may also use the information to compare the applicant’s salary expectations with the company’s budget for the role. Employment history verification can be a time-consuming process, and it is important that the information is accurate and complete. The best way to do this is to get in touch with old supervisors, co-workers, or even family members who are able to confirm employment details.
Education background checks, also called education verifications, confirm that an applicant attended the schools and earned the degrees they claim on their resume or job application. This is an important step in ensuring that candidates have the qualifications to fulfill their role and protects employers from liability.
Candidates may lie about their educational backgrounds on a resume or job application to boost their chances of getting hired, which puts employers at risk for negligent hiring claims. An education verification can catch these lies and help you make a more informed decision about hiring.
There are a few different ways to conduct an education verification. You can use a third-party service or go the DIY route and contact each school to request a transcript or proof of degree. This method can be time-consuming and challenging, however, since some universities and colleges have privacy policies that restrict who can view student records. When choosing a third-party provider, ensure that they are compliant with FCRA and other relevant privacy laws. You should always have a candidate’s written consent before conducting an education verification.
Social media background checks allow employers to glean more information about candidates than they could from their resumes or in the interview process. This information can help managers decide if the candidate is a good fit for company culture. For example, a check might reveal that the candidate has an online presence in which they bad mouth their boss or co-workers. These types of comments might reflect poorly on the company, and can hurt its image.
While this type of information is public, it’s important to understand that what people post on social media can be legally protected. For this reason, background checks should never disqualify a candidate because of their political affiliations or beliefs.
A social media screening program should use a combination of technology and human analysis to scan a candidate’s public profile and news items on platforms like Instagram, Facebook, Twitter, TikTok, LinkedIn, and websites for adverse information. Custom search categories such as drugs, hate speech, violence, or political posts can be programmed into the screening software. Results are then analyzed by humans to identify risks.
Real estate professionals are required to be licensed and have unique responsibilities that put them in people’s homes, giving them rides and sharing one-on-one meetings. It is imperative that these individuals are safe and trustworthy. Background checks can help ensure that real estate professionals have not committed any crimes that could impact their ability to work in the industry and their relationship with clients.
Rental background checks include a search of criminal records at the state and national level, as well as searches of the nationwide sex offender registry. Landlords also use reference checks, credit history, civil court checks and employment verifications to give them a complete picture of an applicant’s background and reliability.
Having a history of evictions is a tell-tale sign that a tenant will not be reliable and may not pay their rent on time. SmartMove’s comprehensive rental background check includes eviction records in addition to a variety of other blemishes that can influence the outcome of a leasing decision.