Allied Data Research |
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Description |
Reason | Restrictions |
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Felony and
misdemeanor convictions, and pending cases, usually including date and
nature of offense, sentencing date, disposition, and current status. A
search generally goes back seven years. Employers can also search
federal court records. |
Critical information
to protect your business and employees. Protects employer from negligent
hiring exposure and helps reduce threat of workplace violence, theft,
disruption and other problems. Failure to honestly disclose a prior
criminal conviction can also be the basis not to hire. Many employers
check all jurisdictions where an applicant has lived, worked or studied
in the past seven years. |
Some restrictions on
having certain information (such as arrests not resulting in
convictions), or certain minor offenses. Employment cannot be
automatically denied based upon a criminal record, but must show some
sound business reason. Contrary to popular perception, criminal records
are not available by computer nationwide. Background firms must check
the public records at each individual county courthouse that is
potentially relevant. |
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Driving
history and verification of driving privilege. |
Gives
insight into applicant's level of responsibility. Determine whether
applicant keeps commitments to appear in court or pay fines, has a
drug/alcohol problem, and license status. Also helps verify identity.
"Driving for work" is very broadly defined in most
jurisdictions and is not limited to driving positions. |
This
information can be accessed by an outside agency on an employer's
behalf. The alternative is having applicants personally go to the DMV to
obtain their own records, which is not practical and is subject to
fraud. |
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Provides
names and addresses associated with the applicant's social security
number, and may indicate any fraudulent use. May verify other applicant
information. |
Helps
verify that applicants are who they say they are. Assists in determining
where to conduct criminal searches. Critical to ensure employer is not
the victim of a fraudulent application by someone with something to
hide. |
Where
employer does not have a sound business reason to obtain a business
credit report, the social security check gives information to help
confirm identity and to uncover fraud. |
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Credit
history and public records such as judgements, liens and bankruptcies.
May include previous employers, addresses and other names used. |
Helps
determine whether an employee is suitable for a position involving
handling cash or the exercise of financial discretion, as well as a
possible way to gauge trustworthiness and reliability. |
A
credit report should only be requested when it is specifically relevant
to a job function and the employer has appropriate policies and
procedures in place to ensure that the use of credit reports are
relevant and fair. |
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Basic
verification includes dates of employment, job title and reason for
leaving. Some employers will verify salary. Usually obtained from HR or
Payroll. Some employers have the information recorded on a 900 service. |
This
information confirms your applicant's resume, and verifies their
previous job history. Helps eliminate any unexplained gaps in
employment, which ensures that appropriate jurisdictions have been
checked for criminal records. Critical to verify past employment even
if past employers will not give a reference. |
Employers
are often hesitant to give recommendations and may limit prior
employment checks to the basic information. This service can be limited
if not allowed to contact current employer, if past employer is out of
business or cannot be located, or if employee was working through an
agency. |
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This
is a more in-depth reference check that seeks job duties, performance,
salary, strengths and weaknesses, eligibility for rehire, and other
detailed information. |
Allows
an employer to have a realistic assessment of a candidate from former
employers. It promotes a better fit, confirms the hiring opinion and
protects the expensive hiring investment. |
Although
most employers would like references, few will give them due to concerns
over legal liability. However, an employer should still attempt to
obtain references in order to demonstrate Due Diligence. |
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Contact
personal references to ascertain additional information about your
applicant concerning fitness for the job in question. |
Personal
references can provide valuable information as to a person's character
as it relates to the job opening. |
Reference
should be asked about relationship to the applicant in order to evaluate
the information. Can also contact "developed" references for a
better picture. |
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Will
confirm degrees, diplomas or certificates and dates attended. |
Confirms
education and ability to do the job. |
Industry
sources show that 30% of all job applicants falsify information about
their educational background. Some schools require a fee, or will only
fax to an 800 number. |
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The
type of license, whether currently valid, dates issued, state and
licensing authority. |
Confirms
whether an applicant has the required credentials or licenses. |
There
is a high incidence of job applicants making up or falsifying licenses
or credentials. |
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Date
of filing, case type, case number or file record, jurisdiction and if
available, identity of parties involved. |
Discover
whether your applicant has sued former employers or has been sued for
reasons that are relevant to employment. |
An
employer should use this information where it is relevant to job
performance. It is advisable to have standard policies and procedures
for use. |
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Information
about Worker's Compensation Claims and previous injuries. |
Employers
use data to conduct post-job offer review in compliance with
strict standards of the Americans with Disabilities Act (ADA). |
Federal
and state laws regulate the use of these records. Employer should
contact labor attorney before obtaining. |