Background checks are an integral part of employment in this modern age. Having knowledge about a certain individual prior to hiring them allows you to make appropriate decisions based on your company’s needs. That is why HR personnel need to perform a background check and use employment screening services on the applicants who wish to work for their company. However, before using third-party employment screening services, they must first know the laws in line with background screening.
- EEOC– the Equal Employment Opportunity Commission says that background check reports can be used in making hiring decisions, and is often beneficial for companies to consider in making evaluation criteria. However, companies should also take into account the gravity of any past criminal records. They should think if their past criminal offenses will affect or not their ability to perform efficiently the job on hand. Evaluation criteria should be put into writing, it helps the HR to avoid deciding based on personal bias.
- FTC– the Federal Trade Commission is the one that enforces the FCRA. They have provisions before companies use the information extracted. They require the company to tell the applicant or employee that they might use the information for decisions about his or her employment. They also require the company to tell the applicant or employee of his or her right to a description of the nature and scope of the investigation before generating a report about the applicant or employee.
- FCRA– the Fair Credit Reporting Act regulates the accuracy of credit reports. Credit reports contain information about a person’s credit, bill repayment history, and the status of his credit accounts. In relation to background checks, employers or companies that wish to use credit reports to check their applicants must follow a specific set of procedures. First, they need the applicant’s permission. Second, the company must first tell the applicant how their credit report will be used. Third, the company must not, under any circumstances, misuse the applicant’s information. Fourth, the company must give the applicant a copy of their credit report if the company decides to reject the applicant. Lastly, the company must give the applicant an opportunity to dispute the information that was contained within the report before making any final decision.
Background checks are powerful tools for helping the companies in finding the best candidates and applicants fit for the job descriptions they need. It is also a powerful tool for maintaining and cleaning the office of unneeded employees or employees that might affect the company as a whole. But, in order to get the best of what the company needs, the tool must be accurate and effective. Intelifi offers employment screening services that are proven and tested by many customers and companies who have tried and were happy with their employees.
For more information about accurate and effective employment screening services, don’t forget to visit http://www.intelifi.com/services.