5 Keys for a Quality Background Check

I’ve seen it happen time and again.

In their search for employment background check services, companies look for the quickest and most cost-effective background check for employee hires and retention. However, they often find out that the quality of the background check is compromised.  

It’s important to understand that background screening is a risk-management solution. The last thing your company wants to do is cut corners (and time) when acquiring an employment background check.

This is not a process that allows you to check a box and claim you have done your due diligence.

Poor research can foster complaints of negligent hiring and negligent retention as well as give rise to a proliferation of federal lawsuits related to the federal Fair Credit Reporting Act (FCRA) violations.

What are the key elements of a QUALITY employment background check?

1. Multiple Checks And Balances

A thorough background screening program should consist of multiple checks and balances that include identification, multi-state databases, county criminal searches, and federal courts.

2. Quality Takes Time

There is no such thing as a dependable instant database search. I assume that if a background check is “instant” that it is a database only search. There is no single database, not even the FBI’s NCIC, that is comprehensive enough to stand as a single-source screening program. 

Using only a database for employment purposes can open up FCRA violation issues. It is not even a viable option for volunteer organizations because most databases have a high failure rate even for convicted sex offenders.

3. Go Back In Years As Far As Allowed

A thorough background check should go back as far as allowed. It is critical to have all the information you need to make informed decisions.

Even so, there are strict guidelines from the EEOC, FCRA, and state and local laws that must be followed. Consequently, what factors can impact how far back a background check extends?

Convictions Vs Non-Convictions

The federal FCRA restricts reporting of non-convictions to no more than 7 years unless the salary for the position is $75,000 or more. Some state laws further restrict convictions or do not allow their reporting. 

Individual State

Several states have further restricted the reporting of adverse information.

How Far Back Court Records Go

Some states maintain criminal records that extend 30 years or more. Other states purge misdemeanor records at 10 years.

4. The Inclusion Of Aliases

With name-based background checks, it is critical to include any possible alias names to ensure your candidates do not have a criminal history under a former married name, maiden name, birth name, etc. Searching for aliases is an important part of a thorough search.

5. Security Of Data

Security is a huge concern with all of our clients when it comes to data, and a thorough and quality employment background check uses the ‘best practices’ for securing your data both in transit and at rest. 

To ensure workplace safety and employee retention, you do not want to cut corners by obtaining a low-quality employment background check.  

If you have further questions on comprehensive background checks or are interested in an audit of your current screening program, please feel free to contact us!