1. What is a criminal background check?
Criminal history files are searched for possible criminal records for an applicant. These criminal record searches are the core of any employment background check. Criminal record checks are the most common of all searches requested from A Matter of Fact.
2. What are the most common criminal background checks?
The basis of any SterlingBackcheck screening is county criminal records. We highly recommend combining this service with a SSN trace to get the most comprehensive and complete results via our Complete Criminal Record Locator.
3. What background checks give the best results?
This depends on a variety of factors, not the least of which includes the goals and budget of the employer (e.g., search speed vs. breadth/depth, budget, etc.). Criminal record searches generally are at the foundation of an employment background check - due in substantial part to protect its workforce and prevent against negligent hire claims. Searching the county courthouses in the areas where the person has lived is an industry best practice. In addition, various database searches can be conducted to identify additional jurisdictions in which it may be advisable to search the applicable courthouse, and Federal level criminal record searches also can be performed. Beyond criminal records searches, additional screening options may include Motor Vehicle Records, Employment and Education Verification and drug testing.
4. What is an employment background check?
A Background Check verifies a job candidate's resume and job application. Independent sources such as criminal and civil court records, prior employers, educational institutions, and departments of motor vehicles are researched.
5. Employee Reference Check interview questions part 3:
► How would you describe the quality of (candidate's) work?
► Can you tell me about (candidate's) flexibility with regard to job tasks and working conditions?
► What do you consider (candidate's) key strengths?
► What would you consider to be (candidate's) areas for improvement?
► What would you say was (candidate's) biggest accomplishment while working at your company?
► How would you rate (candidate's) overall job performance?
► Was (candidate) ever promoted while working at your company?
► (Candidate) is being considered for the following position, do you think he/she is a good fit?
► Theoretically, would you re-employ him/her?
► Is there anything else you would like to add about (candidate)?
6. Employee Reference Check interview questions part 2:
► How did (candidate) get along with co-workers and management?
► If (candidate) supervised/managed any employees, how would you describe her/his supervisory/management skills?
► Describe (candidate's) ability to handle pressure? Can you give me an example?
► Ability to organize, prioritize and manage time?
► Ability to handle conflict?
► Ability to work as a team member?
► How would you rate (candidate's) communication skills?
► How has (candidate) displayed initiative?
► Please describe (candidate's) work ethic.
► Please rate (candidate's) problem-solving skills?
7. Employee Reference Check interview questions part 1:
► What was (candidate's) period of employment?
► Please outline (candidate's) position and responsibilities?
► Reviewing (candidate's) resume, does this job title and job description match the position that the candidate held?
► What was (candidate's) reporting structure?
► If (candidate) did not report to you, what was your working relationship?
► How long have your worked with /known (candidate)?
► What was (candidate's) reason for leaving your company?
► Can you tell me (candidate's) salary at the time of leaving?
► Please rate (candidate's) reliability?
► How would you describe (candidate's) honesty and integrity?
8. How much time and importance should be placed on gaps in the resume or application?
Gaps can be good or bad, depending upon what occurred during them. However, identifying that there are gaps is a starting point for further discussion.
9. How can I verify a candidate's degrees or schools attended?
The registrar at the school or institution in question can be contacted directly and will give instructions as to the steps required. Most schools require that you fax the signed consent form from your applicant. Schools vary in their response time, and may take anywhere from hours to weeks to respond. Some background screening providers [such as HireRight] offer services to do this work for you.
A growing number of employers speak directly to their applicant and require that past W-2s and/or 1099 Forms be shown before an offer or after a contingent offer is made. Aside from providing the employer with information helpful to making a competitive offer, this enables the employer to validate the accuracy of any salary information previously provided by the applicant.
