In a nutshell the true objective of background checks should be:

1. Verify a person is who they say they are.
2. Uncover anything in their past that they are not divulging. This question alone tests their honesty and integrity.
3. Based on those results you should make a fact based intelligent risk decision.
   When you are interpreting background check report that contain positive criminal records offenses. Ask yourself the following:

• How severe was the offense?
• Is the person a repeat offender of the same criminal offense? (VERY IMPORTANT as it shows tendency that it will repeat once employed)
  

Does the employee?

• have extensive contact with the public
• handle money or other financial resources
• act as caregiver for children or vulnerable adults
• enter private homes as part of his/her job responsibilities
• have access to materials deemed confidential under federal or state data privacy laws
• have regular access to drugs or controlled substances
• have access to secure areas restricted to the public and other city employees or have access to keys or other methods to gain entry to financial resources?

background checks should not be used to condemn a person on the basis of a past mistake that they may have rectified and made them become a better person and grateful hard worker.
Otherwise, we will soon have an unemployable-turned-to-crime society.

Our new blog at http://blog.background-checks-systems.com/

Please refer all new background check blog entries to our new WordPress blog located at: http://blog.background-checks-systems.com/


Here are some interesting background checks articles in our new blog:

• Should I hire someone with a criminal record?
• Could This Be the Future of Background Checks?
• Background check investigator: Beware of lying on your resume.
• Police Offer Free Tenant Background Checks For Landlords And Rental Property Owners

DMV Fleet Alert

The extreme time consuming task of yourself typing, reviewing and filing DMV reports can be detrimental to your daily routine.

We can help!

Background Checks Systems NEW Fleet Alert Service, enables your employees to quickly submit drivers' license information into our network and set up MVR reports to run on a monthly, quarterly, semi-annual or annual basis. In addition, our interface will systematically demand, grade, filter, summarize and post reports securely online.

• Clean Drivers
• Invalid Drivers
• Moving Violations and Traffic Infractions
• Driving under Influence (DUI)
• Suspended or Active Status
• Expired Driver's License

Our integrated interface can process plenty of MVR reports and identify any fleet operators that may be a safety concern to your transporation company. And best of alll, without having to spend hours inputting driver's license information.

Contact Background Checks Systems today at 888-464-0018

Verify identity when ordering background checks

Verify who they really are, otherwise you may be searching for records of a non-existent person and thus, get a false negative “clear” report.

Employers Caveat: Why you MUST procure signed background check authorization

Just recently, a class action lawsuit claiming infringement of the Fair Credit Reporting Act (FCRA) was settled in the amount of $2.6 million. See Hall v. Vitran Express, Inc.
A former job applicant (lead plaintiff) in this class action lawsuit complained that due to defendant's manifested inability to procure signed authorization releases from potential job seekers before obtaining criminal background checks, their FCRA rights were violated. In addition, defendant failed to provide an FCRA compliant adverse action letter to their job applicants whom were rejected due to blemishes in their past criminal and credit records. From the surface, it appears as the employer (defendant) made substantial efforts in mantaining a safe workplace as well as avoiding a negligent hiring lawsuit due to no due diligence action on their behalf. But for some unstated reasons, they made the mistake of not notifying the applicant's to obtain their signed consent acknowledgement.

"The justified purpose of an FCRA adverse action letter is to provide the applicant the reasons for their disqualification and how to dispute the findings. To fully comply with those requirements, the employer or landlord must provide employee or tenant with a copy their background check report in addition to a copy of the FCRA summary of consumer rights."

Accordingly, employers should review their current human resources department's hiring policy to determine whether they abide by the FCRA guidlines and all pertinent state and local laws relevant to using criminal background checks and consumer credit reports when reviewing an applicant's employment opportunity in their workplace.

About Background-Checks-Systems.com

BCS Background Screening provides a cutting-edge secure, online background screening portal featuring an intuitive workflow interface which allows our clients to reject and automatically mail FCRA compliant pre-populated adverse action letters for those applicant's deemed unfit for the job position. Furthermore, BCS Background Screening's integrated applicant tracking module features online job boards, customized online employment applications compliant to EEOC regulations as well as an online filing cabinet to store job applicant's resume, copies of driver's license, diplomas, certifications and former employer's letter of recommendation. Watch video demo below about our paperless hiring solution.