You can run a background check on any potential employee using various tools. One way is by using a consumer reporting agency (CRA), which can perform a criminal background check, social security number check, and credit history search on a person. Employers can also use a background check vendor such as SterlingCheck.com to conduct the background check themselves. In this article, we’ll discuss some of the most common methods for background checking.
Employers Can Request A Report From A Consumer Reporting Agency (CRA)
Many employers routinely obtain reports from a consumer reporting agency as part of the background screening process. These reports contain factual information, including criminal records and driving history, as well as information on education, employment, and references. Some consumer reports also include details about an applicant’s birth and death records. In addition, some employers add language to the employment contract requiring an applicant to submit this report or provide a summary of rights for an applicant.
In order to obtain a report, employers must first get written consent from the applicant. This authorization must be given on a separate disclosure form and be conspicuous and detailed. The disclosure should include a description of the background screening services being provided. These reports can be helpful for employers, but employers should be careful to avoid a “blanket” disclosure.
CRAs Can Conduct A Credit Check
CRAs can perform a credit check when doing background screening on prospective employees and business partners. The process takes anywhere from a couple of days to a few weeks, depending on how fast the company’s phone lines are answered and how long it takes to pull up public records. In addition, holidays, government shutdowns, and pandemics can delay the process. These are a few questions employers ask when conducting a background check on a prospective employee.
CRA sources information through multiple channels, including universities, public records, and physical trips to courthouses. When conducting a background check on an applicant, CRAs will look up personal information, including the name, date of birth, and social security number, to confirm the information. The reports may contain basic identity verification details or more detailed data. They can also look up criminal records and even perform substance abuse screenings.
CRAs Can Run A Criminal Record Check
There are some things you should know about CRAs when doing background screening. First, this check will reveal any past criminal convictions a person has. While a simple clerical error may be all it takes to cause an inaccurate report, it can also reveal a more serious issue, such as identity theft. A CRA will hold onto the search elements until they have been verified with the applicant’s social security number. The CRA will also contact past employers and references if they have consent.
The Federal Fair Credit Reporting Act (FCRA) allows employers to report convictions for ten years and arrest records for seven. Based on this data, employers can use conviction data to deny employment to a person. So, for example, a person’s pending sexual offense charge may be relevant to the job they’re applying for. In some cases, however, it is important to remember that this type of information may not be a public record.
CRAs Can Run A Social Security Number Check
When doing background checks, CRAs can use social security numbers to verify a person’s identity, employment history, and educational background. Additionally, they can access public records and contact previous employers to verify a person’s dates of employment and other relevant information. Background checks can range from simple identity verification to thorough data checks. These checks are essential to protecting the public, employers, and themselves.
While performing background checks, CRAs must comply with the Fair Credit Reporting Act (FCRA). In addition to the FCRA, CRAs may only report non-conviction records for seven years. Some CRAs will also post drug test results in background screening reports. These are less expensive and safer alternatives to urine and hair tests. In addition, these tests may be less intrusive and require less time than urine and hair samples.