TheU.S. Equal Opportunity Commission (EEOC)has a number of rules businesses must follow when searching and using criminal background checks for employment. For example, if two people from different racial backgrounds have the same criminal record, a company can't deny employment to a candidate o...
Your employment history includes all the companies you have worked for, your job titles, and the dates of employment and salary earned at each of your jobs. An employment history verification is conducted by an employer to confirm that the employment information included on your resume and/or jo...
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For example, the Fair Credit Reporting Act (FCRA) specifies how companies can obtain and consider the information in consumer reports (which include background checks), and outlines the adverse action process employers must follow if they decide to deny employment based on a candidate’s criminal ...
For example, here are the most common data points in preemployment and/or general employment background checks: Full legal name (and previous aliases or last names) Social Security number Date of birth Criminal conviction record Previous addresses...
For example, you may wish to require credit checks for positions that manage money, and driving record checks for positions that involve operating motor vehicles. How background check results will affect employment decisions. Your background check policy should specify what types of information you ...
Critical information will often come up in the most mundane steps of the background check. Make sure that hiring managers take the process seriously and that they pay attention to the valuable information obtained. 1.6 Don't ask for information about character while verifying previous employment fac...
The Identity History Summary includes information from arrests, but it may sometimes include information on a person in the case of federal employment, naturalization, or military service. When the information provided in the background check comes from arrest records, it will include the agency ...
lives. By sifting through these digital insights, employers get to know job candidates better and learn about how they may enhance company culture. An applicant’s digital footprint can also be their downfall. For example, social media posts about previous employment can expose application ...
Under California’s "Ban the Box" law, employers may not ask about criminal history information until after a conditional offer of employment has been made. Even then, the information that can be obtained is limited; for example, under California Labor Code sections 432.7 and 432.8, certain...