Tag Archive for: run an employee background check

3 Reasons Why Companies Should Utilize Social Media Checks

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The gold standard in background screening has traditionally been the pre-employment background check on a candidate before extending an offer. Times have changed, though, and so has the information available to onboarding managers.

While it’s important to know if your potential hire has been convicted of a felony or misdemeanor, falsified employment, or education information, etc., you may also want a glimpse at any possible behavioral issues the candidate exhibits that could put your organization, clients, or team members at risk.

A great way to gather this information is through Social Media Screening. Whether it’s Facebook, Twitter, Instagram, LinkedIn, or a scan of media and news outlets, it feels almost natural to pursue someone’s social media for a closer look into their life. Here are three reasons why many of our clients utilize Social Media Screening.

Enhance Safety Within the Organization

It’s crucial, and social media checks can aid in this process during onboarding. These checks offer information on applicants’ social media accounts to provide a more precise picture of their behaviors and personality online and limit the risk of onboarding those who don’t align with the basic code of conduct or your core values. Illegal activity, violence, or sexually explicit material posted on their accounts is flagged, shared on the report, and sent to the onboarding manager to review.

Prevents Potential Discrimination Accusations

Outsource. Outsource. Outsource. Outsourcing your social media screening can help diminish potential workplace discrimination during the onboarding process. Scrolling through an applicant’s account can put you in a sticky situation if you try to do the screenings yourself. You want to make sure you have an unbiased view so you don’t encounter compliance issues.

It can also go the other way. Suppose an applicant’s account shows potential issues involving race, sexual orientation, gender, religion, or age discrimination. Social Media checks will flag the content for review, so you don’t risk onboarding that individual.

Prevents Reputation Risks

Your team members are the face of your company and what you stand for. When they aren’t at work, anything they do or say can reflect on your company, good or bad. There is a lot of pressure for companies to be consistent with their policies and values with an online presence. Social media checks can show how an individual presents themselves to the internet – meaning you can see a report of any flagged content that might not align with your company’s values and could make your company look bad.

To learn more about Social Media Screening, check out Should social media checks be included in screenings or contact our Client Relations Team.

How to Maximize Your Investment in Quality Background Checks

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Nearly every organization hiring or recruiting volunteers utilizes background checks in some way. Applicants and employers alike often see screening as another box to check as they work toward a hiring decision. 

While the ubiquity of background checks is a great sign, many organizations don’t realize their screening process has untapped potential. Background checks drive success when done right and lead to serious difficulties when done insufficiently. 

That’s why background checks should be viewed as an investment in the future of your organization. Thorough, accurate background screenings can help you hire the best candidates with confidence—building your team with people you can trust.

Here we’ll talk about how making the most of your investment in background checks strengthens your company and how you can avoid the hidden costs of inadequate screenings.

Tailor background checks to each job description.

Background checks are an investment in your organization’s growth, so it’s worth it to put thought into how each candidate is screened. Each job description is different with varying expectations—one-size-fits-all screening just isn’t efficient for finding the best candidates.

Go through each department in your organization and determine their screening needs. Some departments may need team members to have clear driving records, while some may need certifications of specific degrees. You can then work with your background check agency to tailor screening protocols to each job opening. At One Source, we offer driving record checks, education verification and more to meet the specific needs of each of your teams. 

By putting careful thought into what each screening includes, you use your resources efficiently and cover all your bases while finding the best candidates.

Work with a screening partner.

Background check agencies offer expertise and assistance you can’t find anywhere else. If your company runs a lot of background checks, you can maximize your time and resources by hiring an agency to help you.

When you work with a partner like One Source, you get background check experts working with you to create a tailored screening policy. You’ll also get reports delivered in a clear layout that makes important information clear. To take tedious tasks like sifting through reports off your hiring team’s plate and make the most of the dollars you put toward background checks, find a screening partner.

Avoid the consequences of inadequate screening.

Organizations invest in high-quality background screenings to ensure they make positive hiring choices for the future. By finding a reputable screening partner and planning an efficient hiring process, you greatly decrease the chance of making a poor hiring choice. Hires who don’t contribute to your organization’s mission increase turnover and hinder your goals. 

The costs of a bad hire outweigh the costs of a well-planned hiring process. Your investment in screenings will ripple across your whole organization and reflect in your dedicated team. To learn more about how quality background checks can help your company, contact One Source’s Client Relations team.

How a Background Check Company Can Enhance Your Hiring Process

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When you need to add another employee to your organization, it creates a lot of work and plenty to consider. You have to write the perfect job description to attract the best candidates, list the job in the right places, filter through resumes and cover letters, schedule interviews and so much more. You have to invest a lot of time and effort to find the best candidate, which can change your organization for the better. But you don’t have to do it alone. The vast majority of organizations include some form of background check for employment. This can be simple and worthwhile by partnering with a background check agency. Background check companies like One Source enhance your hiring process for and make it safer for your clients. See how background check services can streamline your hiring and help you find the ideal candidate.

Get help standardizing your screening policies.

Whether or not you enlist a background check company to help you, your organization must comply with the Fair Credit Reporting Act (FCRA). This act gives several rights to candidates throughout the background check process—including the right to dispute the contents of their background report. If you choose to remove a candidate from consideration because of information in their report, the FCRA mandates you inform the candidate of how you came to your decision through using the Adverse Action process.

A background check agency helps you navigate the FCRA and build a compliant hiring policy that treats all applicants fairly. You don’t have to worry about becoming an FCRA expert because your screening agency has all the knowledge you need.

Screen applicants quicker.

Filtering through and accessing multiple sources on your own can be tedious and confusing. Identifying compliant and verified data can be time consuming and  bogs down the hiring process.

Background screening companies like One Source provide clear, easy-to-navigate dashboards that cut right to the info that matters. You don’t have to spend extra time digging through documents to determine an applicant’s history—all relevant information will be clearly presented. With One Source, you’ll also have access to expert customer service for any questions about a candidate’s report and how to interpret it.

Guarantee quality background checks.

Professional background check providers have developed methods for curating the most accurate and comprehensive reports. One Source offers the TotalCheck service. This includes local, state and federal criminal records; an applicant history check; a sex offender registry check; and a global watchlist report. Additionally, We can also add several other checks, like drug tests and driving history reports, as needed.

A professional screening agency makes certain all of your background checks are accurate and compliant with FCRA. If you perform background checks yourself or use quick online reports, you can’t be sure you’re getting correct information—let alone quality information.

One Source is a dedicated background check partner. We care about you and want enhance your hiring process every step of the way. Learn more about our TotalCheck screening process and how we make hiring simple by contacting our Client Relations team today.

Should Social Media Checks Be Included in Screenings?

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Social media offers an accessible, easy-to-navigate database to see someone’s interests, education, employment and personality. These days, it feels almost natural to peruse someone’s social media for an update on their life if you haven’t heard from them in a while. While social media is useful for connecting with those we know personally, the ethics of using it to evaluate potential employees can be murky.

A job candidate’s social media accounts can provide the clearest picture of their true behaviors and personality—and social media screenings can absolutely have a place in the hiring process. However, that screening should not be as simple as letting your hiring manager quickly scroll through a candidate’s profile(s). Social media screenings must be integrated into your hiring process carefully, and we’re here to answer any questions and help you formulate the right policy for your company.

In what situations does social media screening make sense?

Not every job description would necessitate a social media search—for the majority of jobs a pre-employment background check will be sufficient. However, if you’re looking to hire a public relations manager, social media strategist or any other consumer-facing position, taking a peek at their profile(s) would make sense.

Essentially, you don’t need to look into a candidate’s social media if it is not related to the job they applied for. While social media allows for a candid look into the lives of others, it is not always an accurate depiction of their true self. Screen social media profiles only if your team deems it ethical for the vacant position.

Who should conduct my social media screenings?

You hire background check agencies because they can access records that would be difficult for you to find. But with social media, the internet is right in front of you and it isn’t hard to find your candidate’s profiles. However, just because it’s easy for your hiring team to access social media doesn’t mean they should be the ones conducting the screenings.

For compliance reasons, it would be a good idea to outsource your social media screening. Another agency can provide you with an overview of a candidate’s social media that only contains information you can legally consider in your employment decision. If your team comes across personal information like religious beliefs or sexual orientation on a candidate’s profiles, you can claim that information didn’t play into your decisions but you can’t prove it. To avoid any potential discrimination accusations, it might be best to have your background check agency look at social media.

Can I take adverse action based on a candidate’s social media posts?

The short answer is yes. But as with everything about social media, it’s more complex than that. Your organization should already have set guidelines about what would move you to reject an applicant. If a candidate posted something that falls within those guidelines, you may then remove them from consideration and explain why you made that choice.

You can’t take adverse action just because you disagree with something an applicant said online. That could get you into a world of compliance troubles. Treat a social media screening like any other screening and you’ll be able to make compliant decisions.

To learn more about how One Source can help you find the best background check solutions for your organization, contact our Client Relations Team.

One Source Resource Review: January–March 2020

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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

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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

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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

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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.

How Can I Expedite My Background Check Process?

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When a position opens up at your organization, you want to fill it as quickly as possible so the new team member can start contributing their talents. Before you can select the right candidate and get them to work, however, your organization should vet each applicant with a thorough background screening process.

If you or your organization are new to the background screening process, you may be concerned with your screening agency’s timelines. Complete, accurate background reporting takes comprehensive work and should not be rushed, but that doesn’t mean screenings will slow your hiring process down.

One Source completes most background checks in 48 hours or less. We can provide the information you need to make informed hiring choices within your timelines. But if you need checks outside of the TotalCheck system or require services outside One Source, it can be trickier to estimate turnaround time. Regardless, background checks are meant to advance quality hiring, not hinder it. To expedite your background check process, prepare your applicants and team by doing the following tasks.

Have applicants provide relevant information up front

Be sure you can proceed with the screening process as soon as you have an applicant pool. In order to keep moving, get all the identification information you’ll need to run screenings from your applicants early on. Screening agencies may need addresses, educational degrees, past salary data and other information to build accurate reports, so ask for that information in the job application. When all of that data is in one place, you can access it easily and your background check agency can quickly get to work building a precise report.

Streamline your process using electronic signatures

With today’s paper-thin labor pool and low unemployment rates, eliminating paper from your hiring can speed up the process. At One Source, we offer applicant entry options which can be as simple as sending your applicant(s) a link, having them enter their personal identifiable information (such as full name, address, DOB and SSN). The applicant then signs the disclosure and authorization form electronically as well. The complete release attaches to the consumer report for your reference at any time. Applicant entry helps streamline your process and assist in hiring those that may be relocating for work or working remotely.

Understand the process of adverse action

Adverse action occurs when an organization refuses to hire a candidate because of the contents of their background report. If your screening agency’s search comes back with information that may lead you to eliminate an applicant from consideration, the agency will double check that the information is correct before including it in a report. This diligence is part of the Fair Credit Reporting Act (FCRA) that protects applicants from potential inaccurate data that could hinder their job search. So, if your screening agency thinks a piece of information could make you take adverse action, they will take a bit longer to finalize the report to ensure you are fully informed and the applicant is treated fairly.

Make applicants aware of their screening rights

The FCRA gives several rights to job applicants to ensure background check agencies represent them legitimately. It is meant to make candidates more comfortable with the screening process and empower them to dispute incorrect reports. When your applicants are familiar with their rights, they will be more willing to cooperate with screening agencies. Your agency may reach out to an applicant to gather old pay stubs or diplomas to further verify their identity and speed along the reporting process. Make your applicants familiar with their FCRA rights and they may help accelerate your hiring.

To receive complete, fast and accurate reports with excellent customer service, reach out to One Source Client Relations.

What To Do Before You Run an Employee Background Check

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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.