The verification code will be valid for one hour. What happens if my Sterling account becomes locked? An account will be locked if you have exceeded the number of login attempts. Pre-employment background checks must be conducted carefully and in compliance with privacy laws and regulations. The typical background check should give you confidence to take the next step and bring those top candidates onto your team while improving the safety of your organization.
Criminal record searches are the most common type of background check, but background screenings vary depending on industry and specific job requirements. Should I run a background check before making a job offer? It depends on your industry, local laws, and the regulations that you operate under. It is important to know that while the FCRA does not restrict performing a background check before a job offer is made in the US, some state and local laws may restrict how and when a background check can be conducted.
If it is not restricted by your local or state laws or industry regulations, we recognize it as a best practice to make a job offer prior to initiating a background check. How long does a background check take? In general, education, employment, credentials, and reference verifications can take three to five business days to be completed.
As a Sterling client, you are able to view the estimated time a background check will take upon logging into your account. We also offer candidates an easy way to request a status update on their background check using our Check the Status service. What type of background check delivers the best results? Results depend on the breadth and depth of the background check as well as the goals of your organization.
For most employers we work with, we search criminal court records in the counties where an applicant has resided in the past seven to 10 years, which is a standard best practice. Many employers choose to supplement this standard background check with searches of various sources, including the sex offender registry, government sanctions lists, motor vehicle records , and others depending on the role of the individual. The more sources that are checked, the more information you will have to make an informed decision.
What type of background check is right for my company? Because laws and job requirements vary between different locations and industries, we suggest you speak with your legal advisor for input on which types of background checks are appropriate for your organization. A credit history check may be appropriate for an employee handling or managing cash assets.
From customizing accounts to fit our needs best to being available for questions as they arise, One Source is truly a partner who works alongside our team. One Source is our key partner in helping us achieve and maintain this standard. Their superior customer service is refreshing, and their online tools are quick, easy, and efficient.
I would highly recommend One Source as a background check partner for any organization looking to keep safety as a top priority. The implementation process was seamless, with no disruption to our business operations. One Source made the process very easy, providing us with sample reports, options for pricing, and prompt attention to all our questions.
I am always able to reach out and get answers to any questions or issues that arise. Our representative is quick to reply, very knowledgeable, and easy to work with. We are very happy with our partnership with One Source and recommend them to anyone looking for a great background check company. They are quick to respond to requests, and they provide great support for our HR team.
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This way, they can show a clean record to their new employers. Providing false information The candidates can lie about their experience, education as well as any licensing necessary to take up a particular job. This practice might not necessarily have a fishy motive behind it, but it still becomes important to check for the same.
Whether such practices harm the company or not, the employer is certainly at risk when potential employees are engaging in risky behaviour and fraud. To mitigate them, the HR team must perform employee background verification. Let us have a look at a few tips to prevent employee fraud. Run a background check The first step towards verifying the accuracy of the information provided by the employees is running a background check for them. There are independent agencies to whom this task can be outsourced.
They may run checks for the identity of the candidate, their education and work history. A detailed check can be beneficial to catch experience gaps, education gaps, a discrepancy in skills, different industries, multiple jobs posted simultaneously. Such false information can be dangerous for the company as the employees who are hired based on this information might be incompetent and underqualified for the job.
With a background check, the employers can rest assured of hiring the right kind of employees, and hence, not be worried about the quality of goods and services delivered to the clients. Check behaviour records Immediately after confirming the demographic details and occupational history, the next thing to check is the behavioural record of employees.
To ensure the safety of the working space and other employees, behaviour records of employees are important. Any incident of workplace violence, sexual harassment at workplace and bills for negligent behaviour as citizens should be checked upon.
Check the criminal records of the employees The criminal records of the employees should be thoroughly checked before deciding to hire them. It helps employers get an idea of whether or not the potential employee was engaged in any unfair means that threatened the society. Hiring employees with a criminal record is dangerous for the existing employees as their livelihood could be at risk.
At the same time, the company may face legal proceedings if it comes to light in future that they hired an employee with a criminal record. Hence, checking criminal records tops the employee background verification guide. Verify mandatory licences Employees hired for jobs that require them to possess a certain licence can put a company in a tight spot if it is found out that they had lied about it in the first place.
It possesses a serious threat to the livelihood of employees as well as clients. To avoid such mishaps, it is really necessary to verify all the licences that the employee is asked to produce. There should be a check done via government databases which the company can access for recruitment purposes. To prevent candidates from engaging in such behaviour, there have to be strong policies in place against such behaviour with appropriate penalties which will make them think before providing false information.
These are the areas that employers need to be cautious about while hiring employees. Now, the question remains — how can employers conduct an effective employee background verification? Verification through public records of criminal and legal matters Criminal and legal records of employees are usually available to employers. Such records help companies decipher their conduct.. These records or testimonials help in the verification of their work experience along with getting an idea of their behaviour.
The line of questioning will be discussed with the candidate ahead of time so that questions related to perfectly legal but possibly embarrassing actions can be eliminated. Computer Voice Stress Analysis Unlike a polygraph, which requires that the candidate, equipment, and a trained polygraph examiner all be in the same place at the same time, CVSA can be used over the phone or from a recording while interviewing a candidate and the information can be sent for analysis later. The first voice analyzer was developed in the early s based on this research by three retired military officers.
Criminal Justice Setting. Both polygraph and CVSA validity have been questioned and sometimes fail in lab studies. Which of these technologies should you use? Sum of the parts Background checks cannot rely solely on one or even two methods. All of the pieces need to fit together to inform your hiring decision. Polygraphs and CVSAs are best used within the context of the rest of the background process, once an individual's associates have been interviewed and records checks conducted. For point 1, when an agency has a significant amount of information on an individual, they can use the polygraph to probe deeper into grey areas.
For example, if the background investigation determines that the applicant was fired from their previous employer, a polygraph examiner can dive deeper into the context of what actually happened to determine why and how it happened. For point 2, when a polygraph or CVSA picks up on inconsistencies, this might prioritize something for further investigation.
For example, if the applicant is answering a question about previous conflicts in the workplace and the polygraph flags an inconsistency, investigators can focus a follow up investigation on interviewing the applicant's previous co-workers.
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