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Former employers are in the best position to tell you about an applicant's work history. Make sure the information you get agrees with what the applicant gave you. Employers' references can give you some or all of the following information:

    * employment dates
    * job titles
    * rates of pay
    * nature of the tasks performed
    * work habits — including conscientiousness, sense of responsibility, and ability to work with others whether they would hire the individual again, knowing what they know about him or her.

Sometimes, the employer won't tell you anything more than "name, rank, and serial number" information for fear that the employee may sue them. If you run into that, remind the employer that most states consider the information "qualifiedly privileged." That means that the information is protected, and the employer who shares it is protected unless the information is given:

    * with known falsity
    * in bad faith
    * with reckless disregard for the truth

Sometimes you can get more information from coworkers or supervisors, but often they too are instructed not to discuss why the employee left or if the employee would be rehired. A number of states require former employers to provide a job reference letter or some information about people who worked for them.

No matter what, document whatever information you do get and note who gave it to you. Also note the information they would not give you.

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The old standard for resumes has always been, “if you don’t have it, lie about it”. And many people use this method to bulk up their resumes and meet certain important qualifications.

How can you prevent this from happening to you? How can you ensure that the qualifications you need are the qualifications that you will get?

A background check is the answer. It may seem a little drastic to run extensive background checks on every potential employee you have, but with 8 out or 10 big businesses making background checks mandatory, it is quickly becoming the norm for any and every position.

It really is the best way to guarantee that you are getting the employee you want. And it can save you a lot of time and money by eliminating those who really don’t have the experience or the education that you need. Not to mention weeding out people who might be trying to cover up a violent past.

Business is evolving, and to be successful you have to evolve with it. Get background checks on any potential before making your final decision. The day will come when you will be thankful you did.

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Costly hiring mistakes could cost you business if you hire the wrong employee. It’s sad yet true some applicants falsify their resume, work history, and application. That being said, comprehensive reference and employment checks can mean the difference between a struggling business or an all-star team. Steer clear of hiring an employer’s nightmare by following these 10 easy guidelines.

1. Make sure your job application includes spaces to answer questions about previous employers, references, and contact information.

2. Have a disclaimer. Clearly state on your company application that any misleading or false information will terminate the applicant from the hiring process. Have a signature line next to this notice and place for the date.

3. Require the applicant to give consent to contact previous and current employers, as well as references. Develop a waiver that the applicant signs. You could even have it notarized if you feel it is important.

4. Cover all your bases. Present this waiver to all employers and references you contact, informing them that the applicant has given consent for their history to be shared.

5. Ask both employers and references questions based on what the applicant was asked to provide on the application. Also ask questions that relate to the skills and duties needed by the person who will fill the position. Pay close attention to how the reference acts and responds to your questions. Can you tell if they genuinely like or dislike the applicant? Are they covering up for anything? Be aware of cues such as long pauses where the reference is trying to formulate what they want to say. Always ask if they would ever re-hire this person.

6. Though it may sound childish or even sneaky, millions of companies are now doing it: Google the applicant’s name and also check to see they have a MySpace or Facebook account. Just take a peek at what the applicant is saying about themselves online and what others have to say when they think no one else is watching.

7. Keep score. Take detailed notes on who you contacted, who you spoke to, the date and time you spoke, and how many times it took to reach the person. Also take the time to document their answers to your questions. This includes employers and references. This information is helpful both as documentation in the event you need to prove something however it is also helpful for reference when deciding between candidates.

8. If you cannot get the information you need from the person or number the applicant specified, ask for the human resources department of the company.

9. If you have difficulty reaching someone, go to the applicant and ask for more information. Explain the difficulty you are having and ask for more information that will help you get the answers you need.

10. Keep copies of all information in a reference/employer check file, separate from the applicant’s file. Keep originals in the applicant’s file. Backing up information is critical.

Gaining insight into an applicant’s character, skills, and track record will not only verify the truthfulness of the applicant and his/her application, but also save the hiring company from what could be a catastrophic mistake. Taking the time to thoroughly check applicant’s backgrounds, employment history, education, and references is a great start to finding that perfect member to add to your team.

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Background check was often done when someone applies for a job but mostly for those that requires high security or position of trust like a school, hospital, bank, airport, in law enforcement, etc. It is traditionally done by the police but is now most often purchased as a service from a private business. Information usually includes the following: past employment, credit worthiness, and criminal history. These checks are important because they allow better informed and less-subjective evaluations to be made about a person. However, they also pose risks including improper and illegal discrimination, identity theft, and violation of privacy.

Pre-employment screening

Pre-employment screening is used to verify the accuracy of an applicant's claims as well as to discover any possible criminal history, workers compensation claims, or employer sanctions.

The problem screening tries to counter A number of annual reports, including BDO Hayward's Fraudtrack 4 and CIFAS's (the UK's fraud prevention service) 'The Enemy Within' have showed a rising level of major discrepancies and embellishments on CVs over previous years.Such business fraud cost United Kingdom businesses 1.4 bn in 2005Almost half (48%) of organizations with fewer than 100 staff experienced problems with vetted employees.
39% of UK organizations have experienced a situation where their vetting procedures have allowed an employee to be hired who was later found to have lied or misrepresented themselves in their application.
However, recent research shows a reverse in the trend. They found that in the 2006/7 period CV discrepancies had fallen by 31% to 13%.

The Market

Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks.

Financial services firms had the highest proportion of respondents who outsource the service, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider.

The construction and property industry showed the lowest level of outsourcing, with 89% of such firms in the sample carrying out checks in-house. there for making the overall average 16%. This can increase over the years.

Types of Checks

· Employment References
· Education Verification - School grades, degree and any professional qualifications obtained
· Character Reference Check
· Gaps in employment history
· Identity and Address Verification - whether the applicant is who he or she claims to be. Generally includes verification of the candidate’s present and previous addresses. Can include a money laundering, identity and terrorist check and one to verify the validity of passports.
· Whether an applicant holds a directorship
· Credit History - bankruptcies
· Criminal History Report

Regulation

The Financial Services Authority states in their Training & Competence guidance that regulated firms should have:
· Adequacy of procedures for taking into account knowledge and skills of potential recruits for the role
· Adequacy of procedures for obtaining sufficient information about previous activities and training
· Adequacy of procedures for ensuring that individuals have passed appropriate exams or have appropriate exemptions
· Adequacy of procedures for assessing competence of individuals for sales roles

The Financial Services Authority’s statutory objectives:
1. Protecting consumers
2. Maintaining market confidence
3. Promoting public awareness
4. Reducing financial crime

Pre-employment screening in the US

Laws

Due to the sensitivity of the information contained in consumer reports and certain records, there are a variety of important laws regulating the dissemination and legal use of this information. Most notably, the Fair Credit Reporting Act (FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the consumer, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the consumer must be presented with a “Pre-adverse action disclosure,” a copy of the FCRA summary of rights, and a “notification of adverse action letter.” Consumers are entitled to know the source of any information used against them including a credit reporting company.

Types of Checks

There are a variety of types of investigative searches that can be used by potential employers. Many commercial sites will offer specific searches to employers for a fee. Services like these will actually perform the checks, supply the company with adverse action letters, and ensure compliance throughout the process. It is important to be selective about which pre-employment screening agency you use. A legitimate company will be happy to explain the process to you.

Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as sex offender registry, credential verification, reference checks, credit reports and Patriot Act searches are becoming increasingly common. Employers should consider the position in question when determining which types of searches to include, and should always use the same searches for every applicant being considered for one position.

Reasons

They are frequently conducted to confirm information found on an employment application or résumé/curriculum vitae. They may also be conducted as a way to further differentiate potential employees and pick the one the employer feels is best suited for the position. In the United States, the Brady Bill requires criminal checks for those wishing to purchase handguns from licensed firearms dealers. Restricted firearms (like machine guns), suppressors, explosives or large quantities of precursor chemicals, and concealed weapons permits also require criminal checks. Checks are also required for those working in positions with special security concerns, such as trucking, ports of entry, and airline transportation. Other laws exist to prevent those who do not pass a criminal check from working in careers involving the elderly, disabled, or children.

Possible Information Included

Pre Employment Screening Background Check

The amount of information included on a check depends to a large degree on the sensitivity of the reason for which it is conducted—e.g., somebody seeking employment at a minimum wage job would be subject to far fewer requirements than somebody applying to work for the FBI.
Criminal and incarceration records
Birth certificate, citizenship, immigration, or legal status in the country

Litigation records
Employers may want to identify potential employees who routinely file discrimination lawsuits. It has also been alleged that in the U.S., employers that do work for the government do not like to hire whistleblowers who have a history of filing qui tam suits.

Driving and vehicle records
Employers in the transportation sector seek drivers with clean driving records–i.e., those without a history of accidents or traffic tickets.

Drug tests
are used for a variety of reasons–corporate ethics, measuring potential employee performance, and keeping workers' compensation premiums down.

Education records
These are used primarily to see if the potential employee had graduated from high school (or a GED) and in fact received a college degree, graduate degree, or some other accredited university degree. There are reports of SAT scores being requested by employers as well.

Employment records
These usually range from simple verbal confirmations of past employment and time frame to deeper, such as discussions about performance, activities and accomplishments, and relations with others.

Financial information
Credit scores, liens, civil judgments, or bankruptcy may be included in the report.

Licensing records
A government authority that has some oversight over professional conduct of its licensees will also maintain records regarding the licensee, such as personal information, education, complaints, investigations, and disciplinary actions.

Medical, Mental, and Physiological evaluation and records

Military records
Although not as common today as it was in the past fifty years, employers frequently requested the specifics of one's military discharge.

Social Security Number
(or equivalent outside the US). A fraudulent SSN may be indicative of identity theft, insufficient citizenship, or concealment of a "past life".

Polygraph test
Also known as a psychophysiological detection of deception (PDD) examination.

Other interpersonal interviews
Employers will usually wish to speak with potential employees' references to gauge employ ability. More intensive checks can involve interviews with anybody that knew or previously knew the applicant–such as teachers, friends, coworkers, and family members.

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