These all seem like reasonable background checks. So, is there really anything to be worried about with background checks? Background checks uncover a lot, and a less than stellar history might make you anxious. Another concern may be an inaccurate background check, especially if this has been an issue in the past. These issues are a concern for anyone in the market for a new job. Thankfully, you can improve your background check results and your anxiety.
What can you do to calm your nerves and improve your results? Here are some ways you can boost your confidence.
At Trusted Employees, we help run comprehensive background checks. We help employers and applicants create checks tailored for their needs. Contact us today to learn more. She has worked in the background screening industry for over 15 years and holds Advanced Certification in the Fair Credit Reporting Act from the National Association of Professional Background.
Sex offender checks reveal if someone is currently a registered sex offender. Terrorism checks check global terrorist watch lists to ensure candidates are not on them. Identity verification verifies applicant identity by comparing basic information like name, address, date of birth, and SSN.
Education verification shows an applicants schooling. For example, if they have a postsecondary degree, what college they received it from, and what they majored in.
Driving records checks look for traffic violations, verify license type, and reveal any license restrictions or endorsements. Drug testing checks if the applicant has illegal drugs or controlled substances in their system. Be truthful on your application and in the interview. Lies are an immediate problem for any employer.
What Does a Background Check Consist Of?
Understand your rights. Inform yourself of what an employer can use and what they cannot. If you have a problematic past, explain the circumstances to the employer.
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Many employers will take into account the efforts made to your situation. Run a background check on yourself and verify the results. This will show you If something is incorrect. That way you can file a dispute with the screening company and get it corrected. Robyn K. While internal data is a valuable input to measuring insider risk, it cannot be solely relied upon. From the restaurant counter to the C-suite, the days of static, manual background checks are fading behind us as we usher in a new era of behavioral monitoring.
But this is new territory for everyone, and it's likely that companies will overstep some boundaries in order to see what they can get away with.
And Checkr is not alone. And there are a few more companies out there developing the technology. Up until recently, background checks were a one-time thing for most people. If a company is interested in hiring you, they pay to perform the check and then make a decision based on whatever internal policy they have.
So, for example, while some companies will let a misdemeanor slide, others would rather have someone with a completely clean slate whatever that means in an era of checking 20, records to vet a person. Not anymore. In some cases, sure - your boss should know if you killed or sexually assaulted someone over the weekend. Should anyone with a domestic violence complaint have that kept in their employment records in the event that they become a threat to their co-workers?
There have been multiple cases of collateral damage when violence follows a person into work, so one could make the case that it keeps employees safer. But background checks are not just limited to criminal behavior. Your financial data can be handed over to your bosses as well. While companies like Endera are not allowed to look through credit bureau information thanks to the Fair Credit Reporting Act FCRA , instead they just work backward from bankruptcies to foreclosures, pre-foreclosures, garnishments, liens, large asset purchases, and payday loans to identify financial pressures that might seep into the workplace.
What if they think that makes you more likely to commit theft, fraud, or makes you more susceptible to bribery? Where do we draw the lines? Should they only know if you lose?
Does keeping someone in middle management because of a DUI, year-old misdemeanor, or bankruptcy filing really make sense? There are certainly cases where employers will claim that it does, but are we really helping anyone by stalling their career advancement? In his book Three Felonies a Day , Harvey Silverglate argues that even honest citizens "cannot predict with any reasonable assurance whether a wide range of seemingly ordinary activities might be regarded by federal prosecutors as felonies.
I reached out to Mr.