If you are interested in criminal record searches you probably have a few questions on your mind.  One of the biggest questions that people have is what a criminal record search can find. 

After all, can these really catch everything that a person has done in the past? 

Will they be able to give you all of the criminal record information that you could need to make the right decision on a person? 

The answer to these questions is yes.

You should be able to get all the details that you need if you order your search from the right type of company.

First and foremost, most criminal record search companies offer a nationwide criminal record search.  This will allow you to get detailed information on any records that a person may have from one side of the country to the next.  You can also order criminal record searches that only cover certain counties or states.  You may want to do this if you think that a person has a record, or if you want to get a more detailed report after finding something on the national search.  Many companies like to go the safe route and order every type of criminal record search that they can.

Overall, a criminal record search can find a lot of information that you would probably want to see as a hiring manager.  Do yourself a favor and learn as much as you can about criminal record searches.  This way you will always know who you are hiring.

For more detailed information on the types of Criminal Record Searches please contact DataBase Records @ 1-888-449-8991.

Recent studies have found that almost 30% of job seekers exaggerate or falsify their education, past positions, and accomplishments.  Of these 11% misrepresent why they left their former employer while 10% of applicants seriously misrepresent their background. Hiring the wrong employee can result in revenue loss, negligent hiring law suites, and even the loss of your business.

Conducting reference checks will help you verify the information applicants provide while giving you insight to their character, skills, and track record.  Reference checks are time intensive, and at times can be difficult to obtain relevant information since many companies are reluctant to provide information beyond employment dates, job title, position description, and pay.  Reference checks are subject to the same laws and regulations as applicant interviews; therefore, you should develop procedures for conducting reference checks.

 The following guidelines will help you create an effective reference check process:

•  Require applicants to complete a job application that gives consent to contact current and past employers, and to provide contact information for personal references.  Job applications should clearly state that false or misleading statements and omissions are grounds for terminating the application process and employment.
•  Have applicants sign a background check waiver permitting you to ask former employers and personal references job related questions.  Many states consider employer comments as “qualifiedly privileged” meaning that an employer cannot be held liable for information revealed unless he or she knowing and recklessly makes false statements.  The waiver should include statements that the applicant will not sue you or a former employer based on information obtained and used to make your hiring decision.
• Prior to calling references, mail or fax a copy of the applicant’s waiver along with a letter introducing yourself.
• Develop a standard set of questions to ask each reference.  Questions should be job related and specific to the position. Make sure you verify the information the applicant provided in the application.  When speaking with former employers at a minimum verify employment dates, job title, position description, and pay.  Ideally ask about the nature of the tasks performed, work ethics, sense of responsibility, ability to work with others, and most importantly whether they would hire the individual again.
• Document your conversations with each reference noting unsuccessful tries at gathering information to protect yourself from negligent hiring claims. Also note refusal to answer specific questions.
• If you have difficulty contacting a reference or obtaining requested information from a reference, ask the job applicant for more information or to clear the way for you with the references he or she gave.