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One Source Resource Review: January–March 2020

At One Source, we are dedicated to providing comprehensive, transparent and useful background check education and resources. We are screening industry experts, and we believe everyone should have access to a review of One Source’s resources to determine their security needs.

We will continue to curate blog posts and include them in this review of our website’s resources. We’ll categorize the blogs by topic and we hope these review posts will make it easier to find the information you need and utilize our knowledge when you need it. With that said, let’s dive into the One Source Resource Review.

General Background Check Information

5 Things You May Not Know About Background Checks

Ever wonder how background check agencies pull together a comprehensive criminal record? Or how to create a truly effective screening process? This blog delves into all the little details and questions you might have about the complicated world of pre-employment screening.

Employers’ Crash Course: The Fair Credit Reporting Act

Designed to protect the rights and information of job applicants, the Fair Credit Reporting Act (FCRA) carries immense influence. When followed properly, the FCRA can help you make informed hiring choices while protecting your candidates. If the FCRA is broken, however, it has the power to bring plenty of legal troubles to an organization. Stay aware of the FCRA’s guidelines with our handy guide.

How to manage 5 background check red flags

If you’re looking for a job right now, it’s totally understandable how the screening process could be confusing. Every different business may respond differently to the same background report. To stay prepared for any potential question about your background, it helps to understand how most organizations process screenings and what sticks out to them.

A guide to screening contractors and contingent workers

Contractors work on a temporary basis, so it can be unclear whether they should be screened like full-time employees. Contracting agencies do run background checks on individuals before they can join the agency, but it’s still impossible to know if those checks match your organization’s screening standards. In this blog, we discuss some rules about screening contractors and contingent workers to ensure you can hire provisional help with confidence.

Employers and Hiring Departments

9 Websites Your HR Team Needs to Bookmark

These nine websites for your HR team provide excellent resources to get quick updates on their field. Some analyze HR news, some break down ethical hiring practices and others have unique thought leadership to move your team forward. So, bookmark your favorites and help your team stay sharp!

3 Background Check Budgeting Tips

Even organizations that don’t typically set aside funds for screenings can make a habit of budgeting for compliant background checks. In this blog, we discuss how the cost of making an uninformed hiring choice can exceed the cost of screening an excellent hiring choice. Our background check budgeting tips will help you build a hiring budget that prioritizes screenings so your organization can keep security and quality hiring at the top of your mind.

Eight Key Considerations for Hiring a Background Check Agency

Not all background checks are created equal—and really, a background check is only as good as the company that provides it. However, you can minimize your organization’s risk by working with the right screening company for your particular business or industry. So, keep these eight questions in mind as you choose a screening agency to hire.

3 Ways Background Checks Improve Your Hiring Process

Want the best chance at making the best hire? Pre-employment background checks are the key to a successful, sustainable hiring process that will identify the ideal candidates for your organization’s future. And the pros of background checks go beyond hiring too—read on to discover three unique ways screenings could help your business.

What to Do Before You Run an Employee Background Check

Established companies and new businesses alike manage workplace safety and avoid risk to stay secure. Background checks are an excellent way to maintain that security. However, developing an effective screening system to run an employee background check is sometimes easier said than done. Regardless of where your organization is in its development, this blog can help you reflect on and hone your background screening practices.

How can I expedite my background check process?

One Source completes most background checks in 48 hours or less. You can count on us to do our part to keep your hiring process on track, but there are other variables that can be tougher to control. With these tips, you can effectively manage every part of the screening process so you can stay in your timelines.

5 vital insights from (pre) employment background checks

One Source’s team helps you decipher comprehensive reports, but there are a few indicators you can look for right away on any report. Therefore, you can immediately get a high-level understanding of an applicant’s history with five vital insights from our (pre) employment background checks.

Volunteer Organizations

Three essential background check tips for nonprofits

Often, nonprofits complete day-to-day work and fulfill their mission through the dedication of volunteers. When volunteers are so essential to your organization, they should be screened just like any paid employee would. You can make sure the people volunteering for you are representing your mission well by background checking them—and we can show you how to make the most of your screenings.

4 questions to ask about your volunteer background check policy

Before your organization starts recruiting volunteers, ask yourself how background checks fit into your recruitment process. You can ensure security for your organization and build a reliable volunteer base all while ethically screening your applicants. Find the best volunteers by considering these four questions about your volunteer background check policy.

That was just a review of One Source’s resources to determine their security needs. So, if you have any questions about background screening or how One Source can assist you, contact our Client Relations team.

5 vital insights from (pre) employment background checks

Background checks and references are some of the only insights employers have into who their applicants are. You can learn a lot about an applicant’s attitude and personality from an interview, but a background check offers an unfiltered report providing a clearer picture of an applicant’s past.

Screening reports contain a lot of information, so it can be tricky to determine what actually matters. One Source’s team helps you decipher reports, but there are a few indicators you can look for right away on any report. You can immediately get a high-level understanding of an applicant’s history with these 5 vital insights from (pre) employment background checks.

Employment Verification

An applicant’s resume will show you where they’ve gained experience over the years, but there’s no way to verify the authenticity of their resume without references. An employment verification will clearly show your applicant’s work history so you can be certain of their qualifications. You can establish right away whether their experience truly matches what you’re looking for.

Criminal Records

Every organization has different guidelines about hiring people with criminal records—be sure to make your expectations clear and stick to them. While not all screening agencies offer state and federal criminal checks, One Source’s TotalCheck packages screen county, state and federal court records plus sex offender registries and global watchlists. In a report, you’ll see an applicant’s full criminal record so you can easily determine whether their convictions are acceptable within your policies.

Education Background

Some positions require formal education or training, and you need to prove that your applicants meet the requirements. One Source can report what degrees an applicant earned, when they graduated, their GPA and whether the degree came from a degree mill. Degree mills are websites where people can buy degrees rather than complete coursework for them. Your candidates should have genuine degrees they studied for—a background report can tell you whether their education is valid.

Licenses and Certifications

There are hundreds of classes of professional licenses for a wide variety of industries. If your employees require any kind of professional certification, it’s up to you to ensure your team is completely licensed. A report from One Source will tell you what licenses a candidate has, when they will expire, any denied or revoked licenses and any disciplinary actions on licenses.

Driver’s History

A background report will help you determine whether a candidate is a good fit for a position that requires driving. One Source can tell you whether an applicant’s driver’s license is valid and if they’re certified to drive semi-trucks or vans. If an applicant has any tickets or driving infractions, that information will be provided as well. That was 5 vital insights from (pre) employment background checks that you can learn from. 

To start your hiring process with an experienced, helpful background screening partner, contact One Source Client Relations today.

4 questions to ask about your volunteer background check policy

Nonprofits, schools and plenty of other organizations rely on the services of volunteers to function. A strong volunteer base can be an organization’s greatest resource to help achieve its goals.

Before your organization recruits any volunteers, however, consider how background checks fit into your recruitment process. Screening volunteers ensures security for your organization and helps you build a reliable volunteer base. Find the best volunteers with these four questions to ask about your volunteer background check policy.

What screenings should we run on volunteers?

At a minimum, your organization should run a standard background check on every potential volunteer. One Source’s TotalCheck service includes checks of county, state and federal criminal records, the national sex offender registry, global watchlists and a verification of personal information.

Some volunteer positions may require screening beyond a standard background check. Take inventory of the roles and expectations for all of your volunteer positions to determine if you will need additional screening: Will volunteers need to operate a vehicle? Screen their driving record. Do your volunteers need any kind of professional training? Verify their education credentials.

Every volunteer opportunity is unique, so work with your background check agency to tailor screenings to each position’s requirements.

How often should we screen volunteers?

Dedicated, consistent volunteers are certainly an asset to any volunteer organization. However, periodically rescreening every long-term volunteer safeguards your organization and customers/clientele. It may seem tedious or intrusive to rescreen volunteers, but it’s the only way to ensure continued safety within your organization.

You do not have control over what your volunteers do outside your view, and the risk of misplaced trust could be detrimental to your organization. It’s always better safe than sorry, so try to rescreen your volunteers once a year.

How can we keep our volunteers’ reports secure?

Background checks can contain Personal Identifiable Information (PII), so it’s important to make sure that information is stored securely. One Source provides a secure portal for you to store, search and view completed reports.

Reports can’t be exported to your volunteer management system software, but One Source’s secure portal can work in tandem with your system to keep your volunteers’ information safe and organized.

What offenses would prohibit someone from volunteering?

Before you can decide whether to accept a potential volunteer, you need to develop consistent guidelines about how you handle volunteer rejections. Think about what infractions on a background report would be deal breakers for you. If your organization works with children, you may not be allowed to hire volunteers with any kind of criminal record. If your organization aims to help former convicts, your guidelines could be less strict.

No matter where you draw the line with volunteers’ backgrounds, just make sure your policy is relevant to the work the volunteers will do and never waver from it. Because of that, tart with those four questions to improve your volunteer background check policy. To find the best screening plan for your organization and to learn more about our offerings for nonprofits, contact One Source Client Relations.

How to manage 5 background check red flags

The vast majority of employers can’t afford to take applicants’ word for it when they say they’re trustworthy. It might seem harsh, but there’s too much at stake when hiring a new employee. That’s why up to 98% of businesses run background checks on all job candidates.

While job seekers may be familiar with the background check process, it can be hard to understand why different businesses look for different things on background reports. If you’re convicted of a crime or have a note on your record affecting your ability to do a job, you could be flagged by that company.

Businesses may respond differently to the same background report, so it can be helpful to know how certain aspects of your report may affect your job search. No one can really “fail” a background check, but a report can fail to meet the requirements of a specific employer. Inform yourself before your next job search with this guide on how to manage 5 common background check red flags. 

A Criminal Record

One of the most common screenings employers use is criminal background screening. This may be concerning to anyone with a criminal history, but employers must take the nature of a crime into consideration before making any employment decisions.

Some industries like security, education or elder care do want a completely clear record because employees will work with vulnerable populations. If an applicant’s conviction is not relevant to a job’s requirements, however, the majority of employers will give the applicant the chance to explain their record.

Credit History

In some cases, employers can see an applicant’s credit report as part of their background check. Generally, your credit history won’t impact your chances of getting hired. It will only if you apply for a job to manage the company’s finances or credit.

Driving Record

A few speeding tickets or parking infractions won’t be a red flag to most employers. However, not every business looks at applicants’ driving histories. An employer will likely only look at your driving record if you will need to operate a vehicle for the job. Be aware of your driving history if you know driving will be part of the job requirements.

Employment History

Background checks can show employers an applicant’s verified employment history with dates of employment, job titles and more. Therefore, it is in your best interest to be completely honest on your resume.

Drug Screening

Some businesses may require applicants to pass drug and alcohol tests before they can be hired. Many employees in civil service, public schools, road construction and law enforcement must pass drug and alcohol tests to work.

Applicants have lots of rights under the Fair Credit Reporting Act (FCRA) to protect them at all stages of hiring. If you think you have been removed from consideration for a position unfairly, you are free to dispute your background report. That’s how to manage 5 common background check red flags. For more, reach out to One Source Client relations to learn about your rights under the FCRA.

Employers’ Crash Course: The Fair Credit Reporting Act

Background checks are nothing new, and now essentially customary in the recruiting and hiring world. Most employers run checks on all new applicants for every open position and even those up for promotions.

So while screenings are a normal part of the hiring process, keep background check regulations in mind to protect your organization and your applicants. Designed to protect the rights and information of job applicants, the Fair Credit Reporting Act (FCRA) carries immense influence.

When followed properly, the FCRA will help you make informed hiring choices while protecting your candidates. When broken, however, the FCRA gives people the power to levy lawsuits against organizations. To protect your business, make excellent hires and avoid potential legal trouble, brush up on your knowledge with this Employer’s Crash Course on Fair Credit Reporting Act.

What is the FCRA?

The FCRA outlines the responsibilities of consumer reporting agencies and the rights of those undergoing background and credit checks. It requires consumer reporting agencies to report accurate and complete information to businesses when they evaluate employment candidates. It also allows job applicants to see their reports and dispute any inaccurate information.

Under FCRA rules, background check agencies have a duty to be thorough and accurate in their reporting. Job applicants too have the right to advocate for their reputation and true identity. The burden of the FCRA isn’t just on reporting agencies, however. Employers must uphold the rights of their applicants in order to stay FCRA compliant.

How can I be compliant?

Employers must follow certain procedures when recruiting and hiring to comply with the FCRA:

  • Inform applicants you are going to screen them, then get written consent from every applicant to begin the background check process.
  • Explain what information your background reports gather and why you need it but only if an explanation does not cause confusion.
  • Be aware of your state’s screening restrictions and adhere to them. “Ban-the-box” laws have become more common in recent years.
  • If you are going to take employment action—such as rejection or termination—due to the content of a background report, you must follow the adverse action process. This includes sending pre-adverse action and adverse action letters, a copy of their report and their FCRA Rights.
  • Understand that applicants have the right to dispute their report at any time. When you send a pre-adverse action letter, you have to allow a reasonable amount of time—typically around five days—for the individual to dispute their report.

If you follow these steps, you will stay within FCRA rules and avoid negligent hiring suits.

What are the consequences of noncompliance?

The number of lawsuits brought under the FCRA reached an all-time high in 2019 and have continually increased every year since 2011. If an employer and their consumer reporting agency fail to meet FCRA standards, they put themselves at risk for an expensive lawsuit.

Because background screening is often part of standard hiring processes, organizations can repeat the same FCRA infraction multiple times. This can lead to costly class-action lawsuits from multiple parties.

Eliminate the possibility of FCRA non-compliance suits and maintain your responsibilities by partnering with a trusted background screening agency. One Source is completely FCRA compliant and here to help you navigate its regulations easily. That was your Employer’s Crash Course on Fair Credit Reporting Act. Contact One Source Client Relations to learn more about our services.

OSCC Quarter 3 Report

Each quarter, we run a report to review the results of our One Source Certified Contractors (OSCC) program. This program is a rigorous check used to help decipher eligibility for site access with our TotalCheck background screening packages and the option of drug screening. From schools to construction sites, OSCC offers the screening you would normally require for your employees, to contractors who might otherwise go un-screened.

Minimum requirements include:

  • No felony or misdemeanor convictions for crimes involving weapons, drugs, violence, theft, robbery, burglary, terroristic threats or sexual offenses*
  • A negative drug test for amphetamines, cannabinoids, cocaine, opiates and phencyclidines (if drug screening option has been chosen by site)

Quarter 3 findings:

The Quarter 3 Report shows the OSCC program has continued to increase safety for many organizations. In Quarter 3, the total number of applicants screened reached well over 4,500 applicants. From this total, 343 applicants did not meet the minimum requirements, therefore denied site access. The OSCC screening process is to help organizations make educated decisions when it comes to the contractors they have on-site.

 

Check out the breakdown of the 343 applicants who failed to gain site access through our screening below.

To learn more about these results or our OSCC program, contact our OSCC Team.

 

*Please note, this is not an exhaustive list.

 

NEW & IMPROVED: Our One Source Certified Contractors (OSCC) User Guides have been updated. Check out our updated guides here!