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FAQ: Personal Background Checks

When you’re job hunting, there are a whole lot of things on your mind. You have to get your resume looking prefect, update your cover letter, gather some good references and prep for interviews. One thing most job seekers probably aren’t thinking about is background checks. Because that’s the responsibility of the employers, right?

Generally speaking, yes. But before you start any other job search tasks, it may not be a bad idea to check up on your background report. If you’re wondering what your potential employers will see when they screen you, you can get a head start by running a report on yourself.

Below, we’ll answer some frequently asked questions about personal background checks so you can determine if they’re something you should include during your job search.

Why would I run a background check on myself?

A background check is a process that companies use to verify a person is who they claim to be, check their criminal record, education, employment and more. If your potential employer is going to see it and make a judgment about your future based on it, wouldn’t you like to know what it contains beforehand?

With a personal background check, you can see what is currently on your report, avoiding any surprises and offering time to correct potential mistakes. Some criminal databases and court records are so it’s definitely in your best interest to run a background check on yourself to ensure your future employer is getting an accurate understanding of who you are.

What do I do if there’s false information on my background report?

One of the useful things about running a background check on yourself is it gives you the ability to check and correct the information within your report. Accredited screening firms, like One Source, use real-time, original source court records whenever possible. This helps provide you the most accurate and up to date information.

If you spot any inaccuracies in your report, you have the right to get them fixed. Under the Fair Credit Reporting Act (FCRA), consumers have the ability to dispute the information in their report and rectify potential negative impacts of the inaccuracies. Contact the company that created your report directly and they will review all disputed information.

How does a personal background check help me in the long run?

Once you have a copy of your report you can have unparalleled confidence that your background report is a true reflection of your past. From there, you can start to look at your report through the eyes of a potential hiring manager.

Start to think of any questions they may ask you about your report and prepare honest, thoughtful responses. A personal background check can provide you with an understanding of what your employers see and help you prepare more completely for any questions in the future. Knowledge about your background is a power worth seeking.

That served as your FAQ on personal background checks. Now, to learn more about the background check process, click here or contact us today!

A guide to screening contractors and contingent workers

Whether you’re a business owner in search of a consultant or a school superintendent looking to renovate, you’ll need to find and hire a contractor. Contractors, or contingent workers, follow a unique format of employment that depends on the expectations of those who enlist their services.

Since contractors are hired on a temporary, project-to-project basis, it can be unclear whether they should be subject to screenings like full-time employees. Contracting agencies often run background checks on individuals before they can join the agency. However, it’s impossible to know if those checks match your organization’s screening standards.

If you hire contractors, get in touch with a screening solutions provider that complies with the rights of contractors while still upholding your screening standards. Below we’ll discuss some rules about screening contractors and contingent workers to ensure you find the best contractor for your needs.

How should I handle contractor screening?

In order to decide the best background check process for contractors, think about the nature of your organization and what you expect of each contractor.

Some questions to consider as you outline your contractor screening policy include:

  • Is your organization regulated by any federal or state screening requirements?
  • Will the contractor interact with any vulnerable populations like children or the elderly while working on your property?
  • Could the contractor potentially have access to your organization’s sensitive information?

Determining the level of access a contractor will need and considering your industry’s screening regulations will clarify the kind of background check you should choose for contractors. When in doubt, follow the same screening policy you use for full-time employees. This ensures everyone working for you is screened equally and helps prevent discrimination claims.

What should I look for on a contractor’s background report?

At One Source, we provide simple, efficient contractor screening solutions to help you choose the right contractors for every job. It can sometimes be tricky to determine on your own what a background report really means, but we work with you to take the guesswork out of the entire process.

When you receive a certified contractor report from One Source, you will see if he or she does or does not meet our requirements. This way, you can quickly determine whether to hire a certain contractor. Your project will begin sooner and your organization remains safe with the contractor you choose. That’s just a beginning guide to screening contractors and contingent workers. 

To learn more about One Source’s contractor screening offerings, reach out to the One Source Client Relations Team.

9 Websites Your HR Team Needs to Bookmark

Human resources teams are the multitaskers, recruiters, coaches, cheerleaders and everyday administrators that keep companies going and thriving. While juggling payroll, benefits and hiring, they also need to keep up with news and trends in the HR industry. 

These nine websites your HR team needs to bookmark 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. Bookmark your favorites and help your team stay sharp.

The Professional Background Screening Association (PBSA)

The PBSA is a trade organization that sets performance and ethical standards for background check agencies. They’re on the cutting edge of screening practices with plenty of resources and information for your hiring team. Check out their resources, education and accreditation tabs to learn how to choose an outstanding screening partner.

HR Bartender

Sharlyn Lauby, an HR consultant, is the friendly, welcoming voice of the HR Bartender blog. She fills her site with fun commentary, insightful opinions and thoughtful analysis of trends in the human resources world. Often, Lauby will answer reader questions from all perspectives of hiring and talent development. If you want enriching and educational content delivered with pizzazz, make a habit of visiting HR Bartender.

Fistful of Talent

The authors of Fistful of Talent take current events and uncover how human resources concepts appear in all of them. Their editorials offer approachable commentary and lessons about how to manage talent and grow teams.

U.S. Equal Employment Opportunity Commission (EEOC)

While a bit more technical, the EEOC’s site has vital information for any hiring team. If you ever have a question about employment law or ethical hiring practices, you can check the EEOC’s publications page and peruse their variety of fact sheets. Basically, everything you need to know about equal opportunity employment lives on this site, even if you have to search a bit to find it.

Evil HR Lady

For off-the-wall, honest HR content with a pinch of sass, Evil HR Lady is your go-to blog. The writers aren’t afraid to tackle tough subjects with class and mundane topics with excitement. If you’re ever unsure how to handle a particularly difficult, weird or emotional HR situation, the answers are probably somewhere on this site.

TLNT

TLNT is a division of ERE Media, an online hub for recruiters. On the TLNT site, you’ll find professional news, analysis and opinions of the HR industry plus a daily e-newsletter and a curated feed of HR blogs from across the internet. So, TLNT is an all-in-one resource for everything talent and recruitment related.

Society for Human Resource Management (SHRM)

SHRM stands as a key human resources trade organization with over 275,000 members around the world. They are thought leaders in the HR space with thousands of articles, reports and studies to inspire your team. Some content requires SHRM membership to view, but much of their best content is free.

BLR

One of the most unique features of BLR’s site is its comprehensive, easy-to-use search function. Therefore, they make it easy to hone down the exact topic and kind of content you need from their huge library of HR articles, presentations, quizzes and talking points. It’s especially useful if you need to find specific information about compliance or employment law.

One Source

Here at One Source, we have resources, blogs, FAQs, a glossary of background check terms and a responsive, knowledgeable Client Relations team. So, when you need background check guidance or hiring assistance, One Source will have your back and help create the best HR solutions for your team. Contact One Source Client Relations to learn more about our services and resources.

What to Do Before You Run an Employee Background Check

Established companies and new businesses alike must manage workplace safety and avoid fraud to stay secure. Background checks offer protection and peace of mind as you bring new people into your organization. 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, it’s worthwhile to reflect on your background screening practices.

In order to help your company reap the benefits of background screenings while staying compliant with consumer protection laws, make sure you complete the following before screening applicants.

Create a consistent screening policy

Work with your HR department to build a comprehensive hiring process that includes your background check procedures. You can create a flow chart of the proper steps to take and how to proceed in different situations.

Vague background check practices may cause your hiring team to treat applicants’ reports differently, which can lead to legal trouble. To stay consistent with the Fair Credit Reporting Act (FCRA), you must follow a strict process when taking adverse action—the removal of applicants from consideration because of their background report. So, if that process is already in your procedure, your hiring team will respond correctly.

Hire an FCRA-compliant, PBSA-certified credit reporting agency

The FCRA determines proper background check practices, and you must follow its guidelines to protect your business from negligent hiring charges. According to the FCRA, you need written consent from anyone you want to screen. And you have to explain your reasoning if you take adverse action. Under the FCRA, applicants have the right to know what information is in their report and they can dispute anything they deem incorrect.

Compliance is crucial, and the best way to guarantee a legal hiring process is to hire a reputable screening agency. Hence, the best agencies are FCRA experts that help you navigate its requirements with ease.

The Professional Background Screening Association (PBSA) determines the ethical and performance standards for the screening industry. So, if a consumer reporting agency has PBSA approval, it meets ethical standards and can be considered a trustworthy company.

See from the perspective of your applicants

Background checks are an increasingly common part of job searches. Applicants likely complete a screening for every job they apply for, and the FCRA empowers them to take an active role in the process. Your candidates will be familiar with the screening process and may have questions you should be prepared to answer.

Make sure your applicants feel comfortable asking questions, voicing concerns, seeking clarification and viewing their results upon request. Therefore, by preparing yourself to meet applicants’ needs, you’ll help them build trust with your organization and expedite the hiring process.

That’s the first steps in learning how to run an employee background check. Learn more about employment screening and how you can improve your hiring process by contacting the One Source Client Relations Team.