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What Does a Criminal Background Check Look For?

August 10, 2021/Hiring and Retention /by Kyla Stewart

A recent study found that over 96 percent of hiring businesses use background checks. With the help of a background check, business owners are able to vet a person before bringing them aboard. Whether you are using a background check during the hiring process or you are having a background check performed by a potential employer, educating yourself about what this entails is crucial.

Are you curious about what types of things are assessed during a routine criminal background check? If so, check out the useful information below.

Social Security Number Validation

When filling out an application for a potential job, you will have to provide certain information that verifies your ability to work in the United States. One of the main things an employer will need to know to verify this information is your Social Security number. With this number, a potential employer can verify that you are an American citizen.

Your Social Security number will also provide a breakdown of addresses you have lived at in the past. If you are a business owner looking for the right tools to perform comprehensive background checks, then using resources provided by companies like Background Hawk is crucial. Taking the time to learn more about the background screening tools at your disposal is a great way to choose the best ones for your company.

Criminal Records Will Show Up on a Background Check

One of the main things business owners want to know when conducting a background check is whether or not a potential employee has a criminal record. If a person has been convicted of multiple crimes, then an employer may want to avoid hiring them due to the problems this can cause later on. During a criminal background check, certain things will show up like:

Records of incarceration
Court orders, decrees, and judgments
Arrests
Felony/misdemeanor convictions
Sex offenses

The Fair Credit Reporting Act (FCRA) prohibits records involving civil suits from showing up in standard background checks. This law also keeps arrests that have happened over seven years ago out of these reports.

Employers Can Pull Credit Reports

Before hiring a new team member, the average business owner wants to know as much information as possible about their background. This is why most background checks include credit reports. With a snapshot of a person’s financial history, a business owner can assess how responsible a person has been in the past. The credit reports a business owner receives during a background check will include information about:

Outstanding loans
Accounts currently in collections
Bankruptcy filings

The FCRA prohibits any collection over seven years or older from showing up on background checks. There are also rules in place that prohibit bankruptcies older than 10 years old from showing up.

Fingerprint Background Checks

Another way someone may look into your background is through your fingerprints. Just as the name implies, this uses a person’s fingerprints and personal information to find out about their history. One of the biggest benefits of this type of search is that all records definitely belong to the person in question.

The purpose and nature of the fingerprint will vary. It depends on what type of information has been requested from the person who wants the background check. In most cases, these checks involve the use of the FBI criminal records database. Another option is the AFIS database system. This can be searched along with or instead of the FBI system.

Misdemeanors and Arrests on Background Checks

When someone conducts a criminal background check, it will usually show any misdemeanor criminal convictions, along with any pending cases that are going on. It is important to note that misdemeanors are not as serious as felonies, and they don’t carry the extreme sentences that felonies do. Some examples of misdemeanors include disorderly conduct, public intoxication, trespassing, and vandalism.

With arrests, things can get tricky. If the arrest did not result in a conviction, it could appear on some of the criminal background checks that are run. This is true if the filing for the case was within the prior seven years. This is allowed by both state and federal law. However, some employers exclude these to ensure EEOC (Equal Employment Opportunity Commission) guidelines are met.

Some people believe that criminal convictions more than seven years old will not appear on background checks. This isn’t the case for most states. While some restrict the release of these records (if they are over seven or 10 years old), others don’t. If you are concerned about this, it is best to find out the rules in your area before applying for a certain job.

As you can see, you can find a lot of useful information in the standard criminal background check. With this, employers can figure out if a candidate is right for the position. The key to getting a comprehensive background check is working with the right provider.

Applicant Screening: How to Show Talent You Really Want Them

September 19, 2017/Archives /by Meghan M. Biro

Bringing top talent into your organization is a careful dance: on the one hand, you need to know everything you can about an applicant, and on the other, you don’t want to scare them off in the process. The good news is that most job candidates understand the need for screening and background checks, and know there’s far more to their application than just having an interview or filling out an application. Even better news is that done right, screening can actually help to convey your genuine interest in job applicants, and increase their interest in working for your company.

Of course that also means there’s a flip side: done, let’s just say, less than ideally, a screening process can result in alienated candidates who would rather withdraw their application than continue the process. If there are any misunderstandings along the way, clear them up by clarifying process, timelines and expectations. If any kind of strike against an application comes up — from an old credit snafu to a lack of certifications, handle it with discretion and tact. Consideration and clarity go a long way. If it’s a problem of not being qualified but being otherwise promising, a positive approach may place them into a talent pool, where they’re ready to apply for a job they’re more suited for — and a known quantity to your firm.

It’s critical for companies to have a well-designed, thoughtful screening process. Here are five best practices to follow:

Make it mobile-friendly.

Only 20% of companies are deploying their HR and employee productivity solutions on mobile apps. But if there’s a single criteria an organization should make sure it meets, it’s being mobile friendly. Mobile application systems can markedly improve candidate experience, and that certainly includes the screening process. Millennials and Generation Z’rs may well assume they’ll be able to do everything via mobile, and be turned off when they realize they can’t. It may also convey your employer brand as being not quite up to date or tech-forward — given the choice, most younger candidates will opt for a company that is more up to date.

Make it efficient.

60% of potential candidates have quit a job application process because it was too lengthy. If you’re a small to medium or hungry company that is trying to stand out above the fray, there’s a golden opportunity here. Make your application process functional but merciful, if you can. Making it streamlined may not be that simple depending on the position, but as far as not losing candidates in the process, it’s worth considering.

Screen relevant criteria, but leave out the rest.

You want to get a comprehensive report that addresses the concerns and questions related to working both at your company and in the position the person’s applying for. But a hospital and a software company have different criteria beyond security questions, and executive-level is altogether different from entry-level. Outsourcing a background check to a company that conducts generic, one-size-fits-all screening only adds to the candidate’s impression that they’re nothing but a number. It also may not give you all the answers you need to make the right hire.

Don’t leave out contingent or gig workers.

In the latest benchmark report by the veteran screening firm HireRight, 77% of employers polled are projecting organizational growth, and 62% of employers polled are most concerned with finding qualified job candidates. It’s inevitable — and it’s also trending — that a substantial portion of hires may be contingent or temporary workers. For both security and fairness, they should be guided through the same screening and background check process as payroll and permanent employees. 86% of employers are already doing that, according to the report, but those that aren’t are overlooking a potential risk, as well as a strike against their employer brand. It’s not fair to full-time employees who did have to undergo full screenings if they’re working alongside those that didn’t — particularly if they share the same level of security clearance.

Offer applicants an accessible, easy-to-navigate portal.

Candidates should not have to feel like they’re submitting to a mysterious process to do background screening. A navigable, friendly portal is the best way through the process. There should be someone available to answer questions, and if there is unfavorable information, a tactful approach to conveying it. Make sure Fair Credit Reporting Act legal requirements are followed correctly. If a candidate disputes the findings of a report, they should be able to discuss it and an investigation should be made — and resolved quickly. Resentment breeds disengagement quickly, and it may well be all over an error. Which is yet another reason to use a reputable firm with experience.

Even if a company has limited resources, accurate, well-designed screening systems are out there. The best ones help the employer present themselves in their best light — transparent not only about what they need to know to make a good hire, but also the fact that they respect and value applicant’s time and energy. Nothing will drive candidate engagement faster than a positive screening experience. In today’s talent market, it’s the edge you need to hire great talent. Want to learn more? Watch “7 Steps to a Candidate Experience That Wins You Top Talent” a webinar on demand lead by Meghan. M. Biro.

This article is sponsored by Hireright. Opinions are my own.

Photo Credit: RollisFontenot Flickr via Compfight cc

3 Things To Know About Hiring And Recruiting

October 22, 2014/1 Comment/Archives /by Afifa Siddiqui

Candidate Experience Matters

“Candidate experience” is a term that we’re seeing a lot of in the recruitment, hiring, and HR spaces right now, and we’re hearing it for a reason. There is a lot of competition for the top talent out there in every field, and one big way that employers can gain that competitive edge is through how they treat candidates leading up to a hiring decision.

The candidate experience can begin with how a job post is written, where it’s advertised, and how the application process works. The key to creating a great candidate experience is to really put yourself in the shoes of the people you’re trying to attract.

Don’t let the job description turn into a pie-in-the-sky wish list of skill sets and qualifications. Keep it simple and easy to read, and include some reasons why your ideal candidate would want to work for you in the first place. Choose where and how you advertise your openings carefully. Think like a marketer, about whom you want your message to reach, where they are most likely to see it, and whether or not your posting venue fits with your image as a company.

And finally, don’t put the applicant through a long, tedious and frustrating 20-page form to fill out, followed by 20 more pages of screening questions. Would you enjoy that process? How would going through that affect what you think of your prospective employer? There’s also the chance you run the risk of alienating or even screening out the right candidate when you put them through an onerous process like that, which can reflect badly on your employer brand.

Recruiting Isn’t a Science

At least, it isn’t just a science; there is an art to it as well. There are things you can screen for, and there are things you can’t categorize as easily. You can use technology to match specific skills to specific job requirements, but soft skills and personality traits are harder to quantify.

You may find the perfect candidate on paper, with all the right qualifications, and then discover he or she is a complete mismatch when it comes to fitting in with the workplace culture. Recruitment can also be about building and maintaining relationships over time, not to mention corporate branding and providing that good candidate experience.

Good recruitment strategies are a balancing act between art and science — using proven strategies as well as taking into account the more intangible aspects of qualifying candidates and getting to know them as people.

Hiring for Attitude, Training for Skill

Hiring someone with all the right skills and hoping that the right personal traits or attitudes will appear can result in disaster. More often than not, if a new hire doesn’t work out, it’s because of attitude rather than lack of skill.

The right personal traits, like flexibility or willingness to collaborate, can be as important if not more so than the perfect skill set. Again, it’s a balancing act between the soft skills and the hard skills that a candidate has to offer.

One method is to look at previous examples you’ve seen of employees who have thrived in your company, figure out what traits or abilities helped them to do so, and then look for those elements in candidates.

The bottom line is that recruiting and hiring are not simple processes by any means, but it can be effective, successful, and even pleasant for all involved when the right strategies are used. So keep these three nuggets of wisdom in mind as you prepare for your next round of hiring:

Treat the candidate well by honestly considering his or her perspective.
Both the “art” and the “science” of recruiting are constantly evolving and need to balanced.
Hiring for attitude and training for skill can have a significant impact on the long-term costs of hiring.

photo credit: .jocelyn. via photopin cc

Hiring: A Winner Every Time #TChat Recap

February 20, 2014/Archives /by Kevin W. Grossman

(Editor’s Note: Want details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“You’ve got to know when to hold ‘em,
Know when to fold ‘em,
Know when to walk away,
And know when to run…”
–Kenny Rogers, “The Gambler”

I knew something was wrong the moment the two men sat in front us on the bus. I was only a freshman in college, but I knew that feeling in my gut — the pinch of danger.

One asked, “You want to play a game? You’re a winner every time.” The other acted like he didn’t know the guy, but I had seen them laughing together at the bus stop before they got on.

I didn’t respond, but my friend did. “Sure, I’ll play,” he said.

“Eric,” I muttered, “I don’t think that’s a good idea.”

The instigator persisted, “C’mon man, he’ll be a winner for sure. I promise.”

The other man chimed in. “Oh, I’ve played this before. You can win. I’ll help you,” he said.

Eric ignored me and unsuspectingly dove into a round of three-card Monte, a classic street con in which victims think they’re teaming-up with a stranger to cheat the dealer — when the stranger is actually conspiring with the dealer to cheat the victim.

In less than 15 minutes, Eric lost $80. I kept telling him to stop, but between his own belief that he could win, and the dealer’s encouragement, he kept right on losing.

Hiring Decision or Jedi Mind Trick?

Time and time again throughout life, we all learn that our gut isn’t a very accurate decision maker. Yet we tend to think we can beat the odds — even when it comes to hiring the best candidate for a job. Of course, applicants don’t think of their job search as three-card Monte, but many hiring managers and recruiters assume we can pick the best candidate in a heartbeat.

In reality, recruiting and hiring data reveal a different story — the gut actually steers us wrong most of the time. Maybe empathic, balanced decision makers have a better track record (when guided by reliable data), but recruiters really can’t predict the future.

Trusting More Than Your Gut

There are better bets than soothsayers. For example, consider the Challenger sales model, from a powerful new book by CEB. Based on a survey of more than 6,000 individuals, The Challenger Sale explains how sales professionals tend to fit one of five profiles:

• Hard Worker
• Problem Solver
• Challenger
• Relationship Builder
• Lone Wolf

If you’ve been responsible for sales or marketing, you know that most of us focus on building customer relationships. It makes sense to assume that the best salespeople are relationship builders, right?

The CEB study suggests otherwise. In fact, “Challengers” are sales rock stars — they’re the only ones who consistently outperform in complex selling environments. They push customer thinking, they introduce new solutions, and they illuminate problems customers overlook.

Lessons From #TChat: Hiring Guts and Glory

This insight supports what we learned this week at #TChat events with our guests, Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Recruiting success depends on both:

1) Guts: We all bring intuition to the hiring table. But the real guts of recruiting comes from valid, reliable data and methods that inform our human nature. The more we know about the skills, competencies and characteristics that lead to stellar job performance, the better our decisions will be — for recruiting, hiring and retention.

2) And Glory: Hiring top performers is a process. It demands continuous review and adjustment, based on performance and retention data. It takes rigor to understand who to hire next — whether candidates are external or internal. Ultimately, that’s the critical challenge: the more you know about employees who “go all in” — those who consistently elevate their performance for your organization — the better prepared you’ll be to find a winner in your next hire.

Want to know what the TalentCulture community recommends about how to improve hiring decisions? Check the #TChat Storify highlights and resource links below. Thanks to everyone who contributed ideas — let’s keep the conversation going on Twitter and Google+.

#TChat Week-In-Review: How to Make Better Hiring Decisions

Watch the #TChat sneak peek hangout now

SAT 2/15:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief G+ hangout, where he and Chris Mursau discussed why it’s so tough for companies to choose talent. See the #TChat Preview: “Hiring Great Talent: How Do You Decide?”

SUN 2/16:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, discussed why and how recruitment should rely on more than instinct: “Hiring Success: Beyond the Gut Check.”

WED 2/19:

Listen to the #TChat Radio show replay

#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Chris Mursau, and Jean Lynn, about effective job candidate evaluation methods. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Jean moved over to the #TChat Twitter stream, where Dr. Nancy Rubin lead our entire TalentCulture community in a dynamic open discussion focused on 5 key questions about candidate evaluation practices in today’s workplace.

See highlights from the Twitter stream the Storify slideshow below:

#TChat Insights: Hiring Great Talent: How Do You Decide?

[javascript src=”//storify.com/TalentCulture/hiring-great-talent-how-do-you-decide.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care for sharing your perspectives on improving hiring quality. Your expertise and guidance brought depth and dimension to the #TChat discussion!

#TCHAT TOPGRADING DISCOUNT: Interested in trying Topgrading? #TChat participants receive a discount of 10%, on a 2-day Topgrading Workshop. Just use Code TC213 on checkout by 2/28/2014.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about candidate selection methods? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll take a very special look at 2014 “The Year of the Employee” with Josh Bersin, Founder and Principal of Bersin by Deloitte. See more information at #TChat Radio, and save the date: Wednesday, February 26!

Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.

We’ll see you on the stream!

(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)

Image Credit: Stock.xchng