SSN Check:

This is your first line of defense against a bad hire. This report verifies: 1) that a Social Security number (SSN) has been assigned; 2) when and where the SSN was issued; and 3) if death benefits have been collected on the SSN the applicant is using.

Credit Report for Employment:

An employment credit report is an excellent source of information. In addition to the financial information, it will show former addresses, employers, and bankruptcies, liens and judgments. You can use this information to check and see if anything is missing from the employment application.

Driving Records:

Like credit records, driving records can be an invaluable source of information regarding the general character and habits of a potential employee. This is the most likely source of information about important issues such as alcohol and drug abuse. Often, minor drug and alcohol-related arrests do not result in a conviction.

State and County Criminal Records:

A criminal background check is used primarily to screen out applicants involved in dishonesty or theft. However, criminal history checks have also become important to screen out applicants who may become violent on the job. In fact, the employer has a duty to investigate the background of a potential employee in order to protect other employees. Remember that the record is only for the jurisdiction that is checked. It will not show any crimes in other jurisdictions. If a person is coming from another state, that is where to check the records.

U.S. Federal District Court Criminal and Misdemeanor Conviction Records:

These records reveal federal crimes that were indicted by the U.S. government. These records are not available at the county or state level. The primary actions held at this level involve fraud, immigration, weapons and drug crimes.

Previous Employment Verification:

This verification is the single most important element in any background investigation. Frequently, employers are reluctant to divulge a wealth of information; even more frequently, obtaining that information requires a high level of follow-through and documentation of all conversations.

Education and License Verifications:

To ascertain whether the information provided by the applicant is truthful, we verify all information provided by the applicant with the educational institution. Employers should check the authenticity of any license(s) or certificate(s), which may be required to perform the necessary job requirements.

Workers' Compensation Records:

Past workers' compensation claims are a matter of public record. While desirable as a means of determining your potential liability to claims, these records cannot be used as a "pre-screening" tool. You may not legally obtain them until a "conditional job offer" has been made. It is against the law to use them as a reason to not hire an employee unless the information contained in them establishes that the applicant lied on the application.

We also check that the person we obtain the employment information from is not a friend, relative or someone who may not paint a truthful picture. We confirm that the name and number is, in fact, a company.