Effective Background Screening Products

What Employee Screening Products Are Required for Background Screening?

Background checks are performed by most employers to prevent potential financial losses and liability if they hire the wrong candidate. The screening parameters that you use will vary depending on the job and the laws.

There are many pre-employment background checks packages and products that can be used by pre-employment screening companies. However, no one approach is the best. To identify the best employees for your company and the job roles that you are looking for, it is a good idea to consult a trusted pre-employment background screening company. These essential background screening products make up a comprehensive and detailed background screening program.

Top Essential Employee Screening Products Required for Background Screening

1. Criminal History

A background check for criminal records involves searching for specific court cases in the jurisdictions that correspond to the personal information of candidates. Background check companies must follow certain legal advice and guidelines to determine what certain records should be provided to potential employers if a court case is found.

Search various options for the criminal history of a candidate even if they are broad and complex. They are usually structured according to the employer's requirements. There are many options, from County, State, National, and Federal searches. Many times, the criteria for reviewing are criminal offender registrations. A detailed criminal search package may also include civil court cases.

2. Report on Motor Vehicles

Consider getting a Motor Vehicle Report (MVR), if the job requires the applicant to drive a vehicle. This will check for any driving violations and irresponsible behavior, such as the DUIs. The motor vehicle record checks can be done by verifying a candidate’s driving license through the driving records maintained in the record databases of the respective state that had issued it.

Another benefit to a driving record - even if your applicant will not drive for your company - is that the driving record serves as a confirmation of the applicant’s legal name and birth date. So if you’re searching for Ricky Jones and his legal name is Richard Jones…you could miss some criminal records because the courts don’t index records by “nickname”.

3. National Criminal Index

A background check screening process often includes a national sweep of aggregated criminal justice records. Everything from arrests to archived prison records. It’s a wide-net approach to checking an applicant in today’s very transient and mobile society.

4. Sex Offenders

A sex offender search isn’t just for applicants that may work around at-risk populations like children. You have a responsibility to protect your workforce as well. Identifying sexual predators keeps your customer…and your employees…safe.

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5. Health Screenings and Drug Testing

A background check screening process often includes health screenings and drug testing. The background screening process might include a basic drug test or a detailed narcotic test depending on the type of job. General labor positions may include a physical fitness test. Healthcare positions may require vaccination certificates and tests for hepatitis.

6. Employment verification

To verify previous employment verification, you will need to reach out to former employers and sometimes current employers to confirm basic information like job descriptions, duration and position title. This is the first step to verify that the candidate has the experience necessary for the job you are hiring for. A majority of verification require confirmation of some basic information:
  • Dates of employment
  • Position title
  • Type of employment: Part-time, Full-time or Contractual
  • Reasons to leave
  • Eligibility to rehire

7. Education verification

Most positions require some education, regardless of whether it is a high school certification, a diploma, an undergraduate degree or an MBA. Contrary to the employee experience and qualifications, which can be ambiguous at times, verification of education is usually a yes/no answer. Employers often verify only the highest degree of education.

Education verification can be done by contacting directly to the college or high school to verify the degree acquired, the date of completion, and the type of degree. Employers may request additional details for informational purposes, such as the qualified candidates Grade-Point Average (GPA), but this information is not required for verification of past education.

8. Professional certifications and licenses

You may need to verify additional qualifications for a job, such as Microsoft Office certifications or EMT licenses. You can verify certificates, and licenses by contacting the issuing institution.

9. References

Referees should not be confused with employment verification. An employment verification is normally done to verify previous work history. However, references are often contacted to get a better picture of the candidate experience. Employers often find reference checks very valuable because they give a complete picture of the candidate that cannot be provided by a CV or pre-employment verification.

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Conclusion

A background screening package is created based on the needs of your organization. If you are an owner of a small or medium sized firm in Colorado, and your Google search history is filled with queries like background screening near me, look no further, we are available 24/7 for all your employee screening programs in Colorado.

EBS-Colorado is a pre-employment background screening partner helping small and medium businesses in hiring through our comprehensive background screening products required for screening applicants and generating a detailed background screening report of the candidate.

2023-04-17 10:43:14

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