Checking Education Records

Educational credentials are frequently misrepresented on resumes and job applications, because many employers don't check educational references. It's important to do it, though, to make sure that the applicant has the qualifications and background you want.

Common problems are the applicants' saying that they have a degree that they don't have, saying that they graduated from a particular school when they may have only attended it for a short time, or saying that they have a degree in one field when they really have a degree in another field.
Checking Driving Records

If your job opening requires any driving of a vehicle on company business, the applicant's driving record should be checked. By checking with the motor vehicles department, you'll not only get information about the applicant's driving record, but you can use it as a chance to verify the applicant's identity.

Where do you get driving records? Driving record information is available from a state's Department of Motor Vehicles. Generally, they keep records of:

    * all traffic violations
    * driving-related offenses
    * identifying information contained on the license

What information do I need to provide? Usually, the DMV will ask for:

    * full name
    * date of birth
    * address
    * license number

Be aware that sometimes the DMV will charge you for checking these records. The cost can range anywhere from $2.00 to $10.00 or more per record. Your DMV may require that you complete a certain form for the request. Before you send a request for a record, call your DMV to find out what is required.

How can I use driving records? While it may not matter that an applicant had a speeding ticket, a driving record check can reveal other more serious offenses. If an applicant's license is suspended or expired, how can that applicant legally perform a job that requires driving?

 
Checking Criminal Records

 
You'll need to protect your business from liability by doing criminal background checks on applicants who will:

    * be bonded because of access to money or valuables
    * carry a weapon
    * drive a company vehicle
    * have access to drugs or explosives
    * have access to master keys
    * have a great deal of contact with the public, patients, or children
    * be filling a position that requires a criminal record check under state law

 
Checking criminal records is a sensitive issue.

    * There are legal restrictions under federal law and under many state laws as well.
    * Checking conviction records is generally permitted.
    * Checking arrest records is generally not permitted, except for special circumstances.
    * Our case study illustrates the reasoning courts may follow when evaluating whether a denial of employment based on criminal records was proper.

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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.

Ten Tips to Ensure You’re Hiring An All Star Employee - State Criminal Records

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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