FAQs

1. Why should I run background checks?

Conducting background screening on job applicants, contractors, potential partners and other individuals has become a matter of necessity in business for several reasons. Many individuals make false claims on their applications and/or resumes or have been involved in criminal activity which they may not disclose. If you want to provide a safer workplace, avoid negligent hiring lawsuits, and/or ensure you are entering into a sound business transaction, the price you would pay to pre-screen is very small compared to the consequences you could face later.

2. What searches are included in a background check?

Our most popular search includes SSN Trace, County Criminal Search, Federal Criminal Search, National Criminal Database (Multi-Jurisdictional Search), Employment Verification and Education Verification.

3. What does a Social Security Trace reveal?

The results of this search will reveal the counties your candidate has reported using their Social Security Number, as well as any other names or dates of birth they may have used. This search is highly recommended because it discloses aliases and jurisdictions that may have been purposefully omitted in an attempt to conceal criminal convictions.

4. How long does it take to get reports?

In most counties across the U.S., we are available to obtain results on a same-day or next-day basis. However, there are counties that require clerk assistance or records that require deeper investigation, in which case the report may be delayed a bit longer.

5. Can your company provide services nationwide?

Yes, we are a nationwide provider of background screening services. We have trained researchers accessing records in every county and state on a daily basis.

6. Do you provide investigative reports for purposes other than employment?

Yes, we also provide background checks to mitigate risk on individuals that are being considered for non-employment relationships, such as volunteers, contractors, vendors, partnerships, joint ventures, etc. If you do not see what you need on our website, please contact us.

7. Does my candidate need to complete a signed release?

In order to be in compliance with the FCRA, you must have the candidate’s signed authorization to run their background check. The Consumer Reporting Agency (CRA) who is providing you with the report must be listed on the authorization form. Among other rights they have, they are entitled to know who is providing you with the information.

8. Are your processes compliant with the Fair Credit Reporting Act (FCRA)?

Yes. We adhere to all guidelines set forth by the Fair Credit Reporting Act (FCRA), federal and state laws.

9. How do you ensure confidential information is secure?

We ensure the privacy and protection of our clients’ data through systematic security measures in the areas of information technology. This information is hosted on secure servers. All data is backed up every evening and all the necessary firewalls are in place. Our reporting system is available only to authorized users, and all transmitted information is encrypted.

10. Can I run a national search?

Yes. We offer a search that is national in scope. However, it does not cover every jurisdiction in the country and contains records that may not be updated regularly. For this reason, we do not recommend this product as a stand-alone product. We suggest you use this report in conjunction with an SSN Trace and County Criminal Search.

11. Which courts do you search when you run a criminal search?

Generally, we search superior, central, and district courts for possible felony and misdemeanor criminal records. We do not search municipal courts as a standard process, unless requested. Municipal courts are considered lower courts that usually house traffic misdemeanors and infractions, where there was no jail time sentenced. While some counties have one or two municipal courts, other counties have ten or more. When requested, these searches can be expected to have longer turn-around time and additional fees.

12. What is negligent hiring?

Negligent hiring refers to a cause of action that arises from an employer’s obligation not to hire an applicant that they knew or should have known was likely to conduct themselves inappropriately toward other individuals or otherwise subject employees or third parties to actions which can create legal liability. Through negligent hiring lawsuits, many employers have been found liable for their failure to conduct appropriate due diligence through a pre-employment background investigation. Negligent hiring and retention lawsuits have cost many companies millions of dollars in damages. Conducting background checks prior to hiring employees will help to protect your organization from the potential litigation.

13. How far does an employment background check go back?

Typically, employers requesting an employment background screening on a candidate will request a 7 year criminal history, although some states allow reporting information up to 10 years.

14. What are my obligations under Fair Credit Reporting Act (FCRA) prior to running a pre-employment background check?

Before obtaining a consumer report from a CRA, typically you must make a clear and conspicuous written disclosure of your intention to do so to the applicant. The disclosure must be in a document that consists “solely” of the disclosure and must not be combined with any other form or notice. The applicant must sign a written authorization form giving you permission to obtain the consumer report. You must make a certification to the CRA that you have permissible purpose for the report, as well as your compliance with relevant FCRA provisions and state and federal laws.

15. What do I do if I decide not to hire someone based on their background check results?

Should you decide to disqualify someone from consideration due to the results of their background check, you are legally obligated to go through the following steps: Prior to taking adverse action, you must inform your application of your intention to take adverse action by providing them with a Pre-Adverse Action Notice, a copy of the entire background report, a copy of “Summary of Your Rights Under the FCRA”, and any other disclosures that may be required by applicable state and/or local laws. This Pre-Adverse Action Notice must include the name, address, and telephone number of the CRA that provided the report to you; a statement that the CRA did not make the adverse decision and is not able to explain why the decision was made; a statement setting forth the applicant’s right to obtain a free copy of their report from the CRA; and a statement setting forth their right to dispute the accuracy or completeness of any information contained in the report. If after 5 business days, the applicant has not made such a dispute, and you decide to take adverse action, you must then provide them with an Adverse Action Letter, a copy of their entire report, a copy of “Summary of Your Rights Under the FCRA”, and any other applicable disclosures that may be required by applicable state and/or local laws. The Adverse Action Letter communicates to your applicant that they are no longer being considered for employment and that your decision was influenced, in part of in whole, by the information contained in the Consumer or Investigative report and provide the applicant with the name, address and phone number of the CRA. It is your obligation as an employer to maintain this information in your records for a minimum of five years.