What to do when you are looking for a job or getting an employment background check??

What to do when you aren’t looking for a job or getting an employment background check
It’s easy to focus on how you look online when job-hunting, but you should focus on your brand when you don’t “need” to. First of all, there’s a good chance that you’re being looked up by clients, customers, partners, co-workers – and even your employer when you are employed and not actively seeking a new job. And why not help your future job-seeking self out when there’s less pressure?
The easiest way to prepare for an unexpected employment background check or an informal online screening is to:
  • Regularly scan and monitor your online presence
  • Deal with any negative search results as soon as possible
  • Consistently build your personal brand by being active on social media and keeping your website up to date and connecting with others
  • Take advantage of positive growth opportunities presented to you through your online brand
By consistently taking the steps needed to improve your personal brand, you not only help yourself in the future when you’re looking for the next job, but you open doors to opportunities that you might not have gotten otherwise. As you work towards building a strong personal brand today you’re creating a hub that shows others who you are and what you do. You also create the opportunity to demonstrate your industry knowledge and share your valuable experiences with others.
By intentionally developing your personal brand, you also make it easier for others to get in touch with you. Not only does this increase your chances for opportunities like speaking gigs, conferences, interviews, partnerships, etc – but it shows your current (and next) employer that you are truly engaged in your industry and someone worth investing in.
And remember, a pre-employment background check is only one kind of online screening.
You will undergo online screenings during just about any application or vetting process, such as:
  • School/training programs
  • Scholarship
  • Internships
  • Grants
  • Applying for loans/mortgages
  • Renting/Buying Property
  • Admission to service groups, etc
  • Meeting someone new
  • Networking events
  • Dates
  • New Friends
  • Interest Groups
  • Clients
  • Colleagues
  • Employees
  • Customers
  • Partners
  • Patrons
  • And much more
But don’t let any of this scare you. This just shows you why you need to work on your personal brand whether you’re actively undergoing employment background checks, or are subject to the informal background check. Screenings or a constant part of life today whether you realize it or not, so let that fact work in your favor by building a strong personal brand.

Checking Employee Criminal Records? How Far Should You Go??

Checking Employee Criminal Records? How Far Should You Go??

Employers universally turn to background screening to inform their hiring decisions and meet their compliance obligations. In fact, a recent survey found 96% of employers conduct at least one type of pre-employment check. Screening runs the gamut from education and professional license verification, to drug testing, and DMV records checks. Among the most frequently requested employee background checks, are criminal records searches.
Given that nearly one in three U.S. adults has a criminal record, it’s very likely you will encounter candidates with criminal records in your hiring pool.
While there are pitfalls to avoid in all types of screenings, criminal background checks require special care when it comes to using the reported information properly in hiring decisions.
So, how far should you go when performing a criminal records search, and how should you consider that information once you have it?
We’ve outlined three important steps to take to ensure you’re evaluating the risks a candidate poses in a specific position, as well as the opportunities and skills they bring in a fair and equitable manner.
1. Consider the Roles and Risks of the Position
The place to start in defining a background screening policy is to look closely at the functions and associated risks of the position in question. Understanding the responsibilities and the risks inherent in each position will dictate what kind of information you need to know in order to hire wisely.
Here are some common questions to consider in framing your policy.
What specific skills and experience must the person in the position possess?
Do specific duties expose the position to specific risks, e.g., operating a motor vehicle?
How much does the person in the position deal with customers or other people? Is it in an observable setting or elsewhere?
Does the position perform without active supervision? With or without other employees?
To what extent does the position represent the organization to its various publics (brand or reputation)?
Does the position interact with vulnerable people, e.g., children, older adults?
How much access does the position have to cash? Other valuable items?
Does the position have access or control over financial records?
Is the position supervisory, and how much independent exercise of control does it have?
What is the estimated magnitude of the damage the person in the position could cause for the organization, from very little to existential?
This kind of analysis would be appropriate for any kind of background check. In the case of criminal history, you can easily see that a specific role might lead you to exclude an applicant depending on the nature of the crime. For example, in a position that requires frequent driving, any serious traffic accident could be a red flag you need to know about. Or, someone with a domestic assault conviction might not be appropriate for a position that takes care of vulnerable people.
On the other hand, if the applicant’s criminal history does not include behaviors that would be risky for the job in question, you could consider hiring them if they are otherwise qualified.
2. Use the 3 “Green Factors” to Evaluate the Results of a Criminal Background Check
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing the proper use of arrest and conviction records in employment. In their Enforcement Guidance, the EEOC has defined three criteria, called “Green Factors,” that employers must assess when considering whether to exclude a candidate based on their criminal history.
The nature and gravity of the offense or conduct
The time that has passed since the offense or conduct and/or completion of the sentence
The nature of the job held or sought
A screen based on these criteria may lead you to conclude that an applicant’s criminal background is not sufficiently risky for the job in question and that they are otherwise qualified. However, if you do intend to take adverse action (i.e. not hire the person) based on what you find in the criminal records search, there is one more step you should take:  an individualized assessment.
3. Conduct an Individualized Assessment Before Taking Adverse Action
An individualized assessment is an exploration of whether there are factors that might mitigate a person’s past criminal behavior. The process requires communicating with the applicant as a part of the adverse action phase, letting them know they may be subject to exclusion due to specific criminal behavior and giving them a chance to rebut the conclusion.
Once again, the EEOC provides guidance on what factors may be considered in these assessments. They include but are not limited to:
The circumstances surrounding the offense
The number of offenses
Length or consistency of employment history before the offense
Subsequent rehabilitation efforts or education
Character or professional references
The individual may provide mitigating information that demonstrates the exclusion does not properly apply to them, or the hiring manager may draw the same initial conclusion, that the candidate should be excluded.
Bottom Line: Match the Check to the Roles of the Position and Follow EEOC Guidance
The end goal of any good hiring process is to collect the information you need to evaluate the risks a candidate poses in a specific position, as well as the opportunities and assets they bring.
We assume that past behavior is a predictor of future behavior. But it’s also important to treat all applicants fairly.
Following the three steps above can help you perform an appropriate screen and make the best hiring decision possible.

Checking Employee Criminal Records? How Far Should You Go??

Tags: background check, background screening, candidate screening, criminal records check, EEOC, green factors, hiring decisions

What Can Disqualify You On A Background Check??

From criminal history to bad reviews from former bosses, a pre-employment background screening can cost you a job opportunity for a number of different reasons. Here are six of the most common explanations for why your background check tarnished your job chances.
The vast majority of employers these days do extensive background checks on their job applicants before making an official hiring decision. Even if you have a job offer on the table, it might be conditional on you passing a background check first. Suffice it to say that these screenings are a very important step in the job interview process, and that they can impact your chances of landing or not landing a dream job.
If you’ve never submitted to a pre-employment background checkbefore, it can be unclear exactly what employers are looking for (or finding) in your past. You’ll find yourself asking questions like “What are they learning about me?” or “Do I have to worry about missing out on a job because of this?” Both are valid questions. To help answer them, here are six reasons that you might be rejected for a job based on a background check.
1. You have an extensive criminal history
One of the first things that employers are looking for on their applicant background checks is criminal history. The simple existence of a criminal conviction on your record doesn’t necessarily mean you will be disqualified from employment consideration. Most employers won’t look at misdemeanor offenses or older convictions as deal breakers, and people who aren’t repeat offenders are regularly given the benefit of the doubt that they are trying to rebuild their lives after a criminal offense. Violent criminals, sex offenders, notorious repeat offenders, or embezzlers are just a few of the groups that will repeatedly lose job offers due to criminal history background checks.
Ultimately, though, know that different jobs have different standards as far as acceptable criminal history is concerned. For instance, you’ll be much more likely to get hired for a warehouse job with a criminal record than you will be to win a teaching position at a public elementary school.
2. You lied on your resume
Background checks are great for uncovering an applicant’s criminal history, but they might be even better for unmasking bits of dishonesty on the resume or job application. Maybe you claimed a college degree that you don’t really have, or perhaps you lied about a previous job title or hire date. Between background checks and employment or educational verification checks, an employer has a good chance of finding out if you lied on your resume. And if you did, even if the fib was minor and seemingly inconsequential to you, it can still cost you a job opportunity. After all, what boss wants to hire a person they know is willing to lie to them?
3. Your credit history is poor
Not all employers will look into your credit history. For jobs that involve the handling of money or finances, though, you might find yourself approving a credit history check. Quite simply, your prospective employer wants to know how youhave handled your own finances in the past. And in such situations, substantial amounts of debt or evident money issues can mark you as someone who is not responsible enough for the job at hand.
4. Your driving record revealed issues
As with credit history, driving records are not something that every employer is going to look at. If you are going to be operating a vehicle as part of your job, then a driving history check should and will be a part of the applicant screening process. A speeding ticket or two shouldn’t hurt you, but if you’ve been charged with reckless driving or with operating a vehicle while intoxicated, then you’ll be out of the applicant pool as quickly as the hiring manager can shred your application.
5. A previous employer gave you a bad review
As part of a background check, hiring managers won’t just call the references you’ve listed to speak on your behalf, but they’ll also probably try to speak with your former bosses. There’s an obvious reason for this: your prospective employer wants to hear how you operate on a day-to-day basis. Are you friendly? Are you a hard worker? Is your work of a high quality? These are a few of the types of questions that a hiring manager might wish to ask your former bosses, just to get an idea of what kind of experience they would have with you as an employee.
Due to libel claims and other similar issues, some former employers won’t be willing to speak about you beyond confirming job titles, hiring dates, and salaries. However, if you left a job on bad terms or frequently had clashes with your boss, there’s a chance that information could come out during the pre-employment screening process, and it might just alter your hiring chances.
6. Your background check pulled up incorrect information
Chances are you’ve been reading this list and keeping a tally of the things you might have to worry about from background checks. You’ve never committed a crime, you were completely truthful on your resume, you have exemplary credit, your driving record is clean, and you are on great terms with all of your old bosses: you should have nothing to worry about, right?
Well, not quite. Sometimes, you can do everything right and still have your employment chances derailed by a background check. How come? Because ultimately, not every background check is going to be 100% accurate. For instance, a criminal conviction might have been filed on your record from a felon who shares your name. Or perhaps you’re a victim of identity theft, and that fact has left your credit in ruins. For these reasons, it’s a good idea to do a test background check on yourself before heading into the interview. If you find any incorrect information, you can contact the appropriate courts or departments to get everything fixed and put in proper order.
Also remember that if you do lose a job opportunity because of a background check, you have a right to know why. The employer needs to provide you with a written explanation for the decision, and you are legally permitted to request a free copy of the background check report that cost you the job. If the report was inaccurate, you can dispute the findings and get your name cleared so that you have a better shot at getting the job next time around.

What does a background check show for pre-employment screening?? 2019..

What does a background check show for pre-employment screening??

Every hire offers a new opportunity for productivity, but every person added to your team also presents a business risk. Performing background checks during pre-employment screening can help confirm your hiring decision and keep your business profitable and productive.
What does a background check show for employment?
What shows up on a background check depends on what which type of search you order, since there are several different sets of records and data to pull from. Generally speaking, a background check for employment may show identity verification, employment verification, credit history, driver’s history, criminal records, education confirmation, and more.
Employers gather a wealth of information in order to evaluate a candidate’s character and help protect against the wrong hire. Read on to learn the various types of background checks for employment, what they may show, and why they matter.
What does a background check consist of?
Although there are many different types of background checks, employers are usually concerned with the top three searches. The most common pre-employment searches include:
1. Identity and Social Security Verification
By searching extensive databases such as the Department of Homeland Security and Social Security Administration records, a background check for employment can show whether or not a Social Security number is valid, who it belongs to, and if it’s been used in the past.

Identification verification may also be used to verify an address, which can be cross-referenced to the information provided by a job applicant to detect inaccuracies.
2. Credit Report
Credit reports are prepared by credit bureaus who collect information from a variety of sources. For example, credit card companies and financial institutions furnish data to credit bureaus, who in turn maintain records on consumers.
Although credit reporting agencies do not necessarily have identical information, the general categories of information that show on a background check include:
Identifying Information 
Credit bureaus can provide identifying information such as name, date of birth, and address.
Credit Inquiries

Credit reports contain a list of past credit inquiries, identifying retailers, financial institutions, and other lenders have requested a consumer’s credit report..
Tradelines show accounts established with lenders. It could include of the date the account was opened, the type of account opened (mortgage, auto loan, credit card, etc.), the loan amount or credit limit, the account’s current balance, and the borrower’s payment history.
Public Records
Credit reports may show previous bankruptcies.
Credit reports can reveal many potential warning signs in an applicant, especially if your new hire will regularly be handling money. High levels of debt or excessive spending on assets could indicate financial irresponsibility.

3. Criminal Records
If an employer knows—or should have known—about an employee’s relevant criminal background, they may face negligent hiring claims if the employee is accused of further wrongdoing. What shows up on a background check for employment may help safeguard business owners by revealing histories of criminal convictions.
Criminal background checks for employment may show criminal offenses at the county, state, and federal level. Various offenses which may be reported include:
Current pending charges
Misdemeanor convictions
Felony convictions
Acquitted charges
Dismissed charges
Employers should take caution when evaluating what shows up on this form of background check for employment.
Depending on the type of job employers are hiring for, they might require additional information from their candidates and ask for more information on their background check for employment. Further searches include options such as motor vehicle and driving records, employment history, education verification, reference checks, and drug screening.
Why does it matter what a background check shows?
The consequences of making the wrong hire are staggering. According to a recent CareerBuilder survey, almost 27 percent of U.S. employers said that just one bad hire has cost their company more than $50,000

How To Do A Free Background Check ??

How To Do A Free Background Check ??
Have you done an online background check of yourself lately? There are several reasons you should.
There might be erroneous information about you floating around the Internet or in your credit report. Maybe you'll find a picture of yourself or a comment you made years ago somewhere that's a little embarrassing.
These things will pop up and hurt your chances the next time you apply for a loan or a job. Fortunately, you can take steps to correct or remove this damaging information.
It's also a very good idea to do a background check before taking on a roommate or going out on a date with that new crush you met online. You never know what sort of worrying or dangerous details could be lurking in someone's past.
Because checking people's background is such a pressing need, there are dozens of ways to go about this. Fortunately, several ways won't cost you a thing.

How To Do A Free Background Check ??

Background Checks?? Justice Department Slow To Answer Congress

Here’s how the system works:
Gun dealers are required to do background checks on potential buyers to make sure they’re not prohibited from owning a gun under federal or state law. In most states, those checks are handled by the FBI.
When it does a background check, the bureau gives one of three immediate answers: yes, no or delay. If a delay lasts longer than three business days, the dealer can choose to sell the gun without a definitive answer from the FBI.
Meanwhile, the bureau keeps researching the background check. If it later finds out that the potential buyer is barred from owning a gun, officials contact the dealer to see if it sold the weapon. If so, federal agents will retrieve it.
After 90 days, federal law requires the FBI to stop researching a background check and purge it from its systems, even without any final determination.

Huge Effort To Put - Background Checks - For Gun Sales On Ohio Ballot

The group that’s collecting petition signatures to ask voters if the state should require universal background checks on gun sales says it plans to move full steam ahead. And the effort is getting a boost from the leader of Dayton where a mass shooting in August left 10 dead, including the gunman.

Last week, Dayton Mayor Nan Whaley stood with Gov. Mike DeWine as he laid out his gun reform plan. She said she was not happy that universal background checks are not part of it. Now, Whaley is endorsing the petition drive to put those on the ballot next fall.
“The only answer is stronger limitations on access to guns. 21 other states have already closed the background check loophole. It is time for Ohio to do the same. Research shows universal background checks are among the most effective steps we can take to reduce gun violence.”
Whaley says 90% of Ohioans favor background checks for all gun sales and says without the threat of a referendum, the Republican dominated General Assembly will not pass a bill to require them.

Ohioans for Gun Safety is the group behind this proposed ballot issue. It is getting grassroots help from the group, Moms Demand Action, a group of about 6 million supporters nationwide that came together in the days following the 2012 mass shooting at Sandy Hook Elementary School in Newtown, CT. That shooting killed 26 people, most of them children. Organizers of the proposed ballot issue hope the work of these volunteers will mean they won't have to hire as many paid petition Huge Effort To Put -Background Checks - For Gun Sales On Ohio Ballot



The industry average turnaround time for most background checks is between 3-5 business days, but can take longer than expected depending on the depth of the search, geographical location of your candidates, or county courthouse operations.
Depending on these factors, they can be completed in as soon as a few minutes, or longer than two weeks.
Background check packages can include many types of checks, from instant database searches  to Federal-level checks that require upwards of a month. See the types of checks we offer on our Screenings page.
  • Most database screenings (SSN Trace, Sex Offender Registry Check, Global Watchlist Records Check, and National Criminal Records Check) are completed within a few seconds. 
  • County criminal checks are generally the limiting factor in terms of turnaround time. On average, Intelligater background checks are completed in 2-3 days, however, in some cases they are completed in a few minutes, in others it can take more than two weeks.
Our background checks utilize a combination of database searches and manual county court-level searches, and the turnaround time of a report will depend on:
  • How comprehensive the screenings are (more comprehensive searches will generally take longer, especially when county courthouses are involved)
  • For which purpose you are screening (e.g. pre-employment; tenant screening; etc.)
  • Geographical location of candidates (some jurisdictions return information more slowly than others)