Background Check Resources

Background Check Resources
by: Reggie Andersen
background check resources

Whether you’re hiring a CEO, a subcontractor, a babysitter, or even looking for a new tenant or roommate, you’re taking a big risk. It’s the nature of business unfortunately for people to go to great lengths to misrepresent themselves and thus create the need for background check resources and references.

Avoid doing business with deceptive people with these 5 key factors in mind:

1. Prepare comprehensive histories from vague or misleading responses
2. Filter fact from fiction and deal with dishonest interviewees
3. Deal with legal issues including which questions you can and cannot ask
4. Make a confident, well-researched hiring decision
5. Use waivers that protect you legally during the background check process

Personal References

A personal reference could be anyone whom the candidate happens to know but most likely has never worked for. For landlords or people looking for a nanny for their children the request for references should still be for business references and not personal ones. The landlord-tenant relationship is still a business one as is the relationship between nannies and in-home health care workers and their employers. Nowadays, personal references have become one of those overused catchphrases that disguises the real work of responsible, effective reference checking.

Background Checks

The term background check is another catchall phrase that means checking the accuracy of basic information provided by a candidate for employment or similar. It’s an important step in the employee selection process because it is a relatively painless and inexpensive way for the prospective employer to whittle down the pile of applications to only those candidates who are, at least, who they say they are.

While determining whether or not the candidate is whom he or she claims to be is an important first step, it should ultimately lead into real reference checking. There is so much more to learn about a candidate for employment or a prospective tenant or even a babysitter before the final decision can be made. And the only way to learn that is by talking to people who have worked with, rented to, or received service or care from the candidate in question.

Check out or HireRight for a comprehensive check.

Job Application Issues

There are several things employers can do to increase the likelihood of receiving honest responses to job performance questions:

1. Always ask the job seeker to provide a resume that contains a complete work history, including dates of employment for every job held.

2. Ask the candidate to provide the name of the person to whom he/she directly reported.

3. Employers should always require candidates for employment to fill out a formal job application that asks for the same information. One way or another, even if you have to ask for it during the first interview, you’ll get a description of the tasks for which the job seeker was responsible at each position held.

If the list of references doesn’t include at least one of the people to whom the candidate reported directly, a red warning flag should appear in the prospective employer’s mind. Some job seekers will suggest they didn’t list a previous supervisor as a reference because the two of them didn’t get along and that’s understandable, but throughout an individual’s entire work history, there has to be at least ONE supervisor who can be a reference. If it’s true the candidate has never gotten along with any supervisor ever, then it’s best to look for another person for the job.

No, every job doesn’t result in a happy ending, but with the above precautions in mind, one can reduce the possibility of getting burned or hiring the more suitable person for the job. Having more information about a job seeker is always better than having less. It’s through working with other people that we reach most of our goals so choosing the right ones is therefore, essential.

Checking Up On Your Nanny’s Past

Tips On How To Conduct Background Checks for Nanny Services
by: Steve Lampert

nannyHiring a nanny is a sophisticated process that involves searching, interviewing, checking references and extending an offer to the right candidate. When the nanny has accepted your offer, the final step is conducting a criminal background check. Your offer should be contingent on the outcome of those results.

What to check?

It’s hard to imagine that in this era of the Internet and computerization there is no reliable national criminal database that is accessible by the public. The “gold standard” for checking a nanny’s background is to first run a search using her Social Security Number to see where she has lived in the past seven years. This is done so that a decision can be made on which counties should be searched. Yes, that’s right, these searches are done county by county, not nationally. Few states have a reliable criminal index that is suitable for nanny background checking because nannies tend to commit misdemeanors at most. Many of these indexes only turn up people who have felony convictions and/or have served time. Many states don’t have statewide indexes at all.

Which counties should you search?

Obviously the safest method is to check each county, but in some cases this can get quite costly. A fairly typical scenario may be a nanny who left home to go to college, after which she may have changed schools and then moved again after graduation. So let’s say she’s 23 now and there are four years that can be searched since she turned 18.
2001            lived at home, 18 years old
2001-2003       moved for college
2003-2005       lived at her second college
2005-           moved after graduation to another city

In this case, since she turned 18 at home and moved shortly thereafter, the duration of time spent at her home residence and the city she moved to after graduation is brief. For someone who wanted to hold their costs down, the two most likely locations to check would be the two cities she lived in from 2001-2005. Again, if you want to be absolutely certain and costs are not an issue, you would need to check each place that appears on the Social Security address check.

What other types of checks can be performed?

Driving records are very important if there is driving involved in your job. A credit report can be ordered if you feel that information may be important to your decision. There is a sexual offenders list for each state that should be checked as well. There are numerous other reports that may be ordered if you feel the need.

How do I perform the check?

The Fair Credit Reporting Act (which applies to more than just credit checks) requires that you have a written release from your nanny to perform the check. This form is downloaded and filled out by the family and then completed and signed by the nanny.

What are some of the limitations of the checks?

Every company that does these checks warns that these reports cannot guarantee complete accuracy. Also, there is a charge for each type of check that you order, so figuring out your budget ahead of time can help you prioritize which type of checks to run.

All in all, running a background check on a potential nanny for your children is essential. These steps should help make that process more informative and resourceful.

Background Checks

Background Checks – Quintessential In Today’s World Of Employment
by: James Warden

background checkA background check is essentially a verification procedure. It is a method of investigating the past of an individual and his achievements and failures for the purpose of recruitment. This helps the employer to judge the validity of information furnished by the prospective employee.

Any company must go through a proper and systematic background checking before making a hiring decision. Background checks have proved to be more beneficial and effective in comparison to personal interviews and information provided by resumes and Reference Letters.

Background checks are organized methods of investigation, where the company follows a particular course of action by conducting a research work as par requirement disregarding additional unnecessary details. The requirement of screening by Federal or Sate Law has become necessary in most professional specifications.

Background check becomes more crucial and indispensable when an employer has to select the best among several potential applicants. A correct detection, results in the gift of a worthy employee. In the United States, the Brandy Bill requires criminal background checks for purchasing handguns from licensed firearm dealers. Restricted weaponry items like machine guns and other explosives, suppressors and huge quantities of precursor chemicals and secret weapons permit also requires a thorough criminal background check.

Background checks are also compulsory for those in positions of honor, greater responsibility and security. These include trucking, ports of entry and airline transportation.

Background reports consist a variety of information beginning with the certification of an applicant’s Social Security number to a complete variety of specifications of the employee’s past accounts and connections. Some of the significant information generally included in background checks is public records formed by government agencies.

The Credentials of Background Checks

• Driving Records
• Social Security Number
• Cases Of Bankruptcy
• Property Ownership
• Former Employers
• Vehicle Registration
• Education Records
• Character References
• Military Records
• Personal testimonials
• Credit Records
• Court Records
• Neighbor Interview
• State Licensing Records
• Past Records Of Imprisonment And Confinement
• Criminal Records
• Worker’s Compensation
• Medical Documents
• Drug Test Documents
• Sex Offender Lists

These above-mentioned details regarding an individual are enough to give the concern an idea of the several traits and characteristics of an eligible candidate. In short, background check can easily be termed as eligibility test to judge the legal worthiness of a candidate regarding a particular professional placement.

What Are Internet Detectives?

Internet Detective Sites – What Are They?
by: Scott Fromherz

internet detectiveOver the last five years we have seen an emergence of a new type of website,
commonly referred to as an “Internet Detective Site.”  These sites fill the need for
people searches that are not easily accomplished using the currently available
search engines.   Here, we will discuss the various aspects of websites that offer
online detective services.

First, we want to answer the most basic question, “What is an Internet Detective
Site?” The simple definition is “a collection of links.” An Internet Detective Site is a
collection of links to resources that allow you to search for many forms of
demographic information. Most of these links can be found for free on the internet,
but it would take hours, if not days, to find them all by hand. Thus, an Internet
Detective Site is providing a service that saves the searcher valuable time by
gathering and updating relevant search links. The price for this service usually
ranges from $19.95 to $39.95. This is often a one-time fee which buys the
subscriber a lifetime membership to the service.

Some of the most frequent uses include finding a phone number or address, reverse
phone number lookup, cell phone search, finding a birthdate, finding an email
address, or locating a lost friend or love. Other uses include background checks,
criminal record checks, military record checks, and genealogy research. The list of
search types is actually very long. Here is a partial list to wet your appetite:

1) Adoption Records
2) Aircraft Crash Database
3) Real Estate Brokers Directories
4) Census Data
5) County Ordinances And Codes
6) FCC Radio Licensee Search
7) Annual Corporate Reports
8) Court Records
9) Military Records
10) Criminal Records
11) Marriage Records
12) Copyright Information
13) Patent Information

Before embarking on your people search, consider saving yourself some time by
purchasing a membership to an Internet Detective Site.