 |
|
|
|
|
Previous
Employment Verification
Are you taking a job applicant’s claims at face value? Recent surveys show
that about one out of three job applicants will exaggerate or embellish
his or her background and falsely represent themselves as being qualified
for the job.
Previous employment verification should be the cornerstone of any good screening program.
Standard questions asked during an employment interview:
 |
Dates of Employment - In addition to verifying information as given on the application, dates of employment tips you to "stretched" dates of employment. Stretching is usually done by an applicant to cover over an employer that the applicant wants hidden. |
|
Job Title and Responsibilities - Was their title really what they say it was? or are they misrepresenting themselves? |
|
Salary Verification - Has the applicant overstated his or her compensation? |
|
Strengths & Weaknesses - In addition to contacting the Human Resources Department to verify basic record information, we attempt to interview the former supervisor. They often will comment regarding the applicant's abilities, strong points, and areas for improvement. |
|
Were there any problems with attendance or punctuality? |
|
Does the applicant work well with others? |
|
Reason for leaving? |
|
Eligible for rehire? |
|
Additional Comments - This gives the reference an opportunity to express any comments or opinions not covered in the interview. |
Potential lawsuits make some employers reluctant to say anything bad
about a former employee; however, many will tell us if they would rehire.
More interestingly, some companies will candidly tell us anything we want
to know. We do not interpret what is said during the interview or translate
comments into our own words. In our report to you, we directly ‘quote’
comments made in an easy-to-read question and answer narrative.
Reference Checks
At your request, our verification staff will interview the personal and professional references listed by your applicant to obtain information regarding:
|
Relationship - In what capacity has the reference known the individual? |
|
How long the reference has known the individual |
|
Interaction with others |
|
Individual’s Character - Strengths & weaknesses, trustworthiness, punctuality, etc. |
|
If the reference has worked with the individual, we also ask about the applicant’s job title and responsibilities, etc. (Questions asked depend upon the work relationship). |
|
Additional Comments - This gives the reference the opportunity to express any comments or opinions not covered in the interview. |
When you factor in long distance phone calls, voice mail, and seemingly
endless rounds of phone tag, it is no wonder more and more companies are
using us to check work and personal references.
Education/Degree Verification
It has been found that up to 33% of all job applicants falsify information about degrees received, institutions attended or dates of attendance. Wouldn't you want to know if an applicant has falsified a degree in order to represent themselves as qualified for the position before you hire? Underqualification can result in poor job performance and high employee turnover. By using this service, you can protect yourself against hiring an unqualified employee.We will verify high school diplomas, college attendance, degree and degree specialty.
Does the applicant really have the degree as stated on the application? Is the degree in the discipline claimed? Is the degree a Masters? a Bachelors? Did the applicant actually attend the college as stated?
Simply provide us with the name of the school and the degree or certificate
to be verified, along with the applicant's name and SSN. A campus or institution
may require a signed release from the individual before they will release
any information. Simplicity suggests you always obtain a signed release
form at the time of application or interview.
Professional License Verification
Any state or federal government issued professional license can be verified. A typical license verification shows the current status, last renewal date, original date of issue, when it will expire, and if there is any disciplinary action. The exposure of a company that has unlicensed workers in positions that require licenses by law is massive. Vocational training, certification and professional licenses are often misrepresented. Has the license expired? Has it never even existed? Let Simplicity verify that the licenses of the people you employ are current and in good standing.Motor Vehicle Reports
Make sure your applicant’s driving problems don’t become your problems.Wouldn't you like to know if the person you're hiring to drive a company vehicle has a string of DUI's? This information is a must for anyone hiring an employee. Isn't it safe to say that a person having multiple DUI's may have a substance abuse problem? or that a person who is unable to hold a valid driver's license may have trouble holding down a job? These conditions may affect the person's effectiveness on the job.
This information is valuable even if the employee would not be required to drive a company vehicle. If the person has to drive to get to work and doesn't have a license, sooner or later there is a good chance that the employee will be caught driving without a license. In most states this crime carries a jail term, and while the employee is in jail, the employer is short handed.
Motor vehicle reports (MVR’s) contain state driving record information for the past 3-5 years, depending on state policy. Each report typically contains physical description, license information, traffic violations (DUI, reckless operation, speeding tickets, suspensions, etc.), and home address (except California). Motor Vehicle Reports are available from all 50 states plus Canada.
Criminal Records
If your employees are going to be placed in a position of trust...Criminal history record searches are an essential element in the applicant screening process! Employers simply can't afford to do their hiring blindfolded. Negligent hiring issues, employee theft and embezzlement - all spell big losses for the employer. In many states, running a criminal search helps show due diligence to avoid negligent hiring claims.What coverage is available?
Criminal records can be searched in three ways: County, Statewide,
or at the Federal Court level
County Criminal Checks
Simplicity offers full county felony and misdemeanor coverage. This
means you can order a criminal records check for any county in any state
and can expect to get it back within 2 to 3 days. In a small percentage
of cases, particularly if a record is found, slight delays might be encountered.
County court records are considered by many as one of the best sources
of criminal information. Simplicity does not use a database source for
our county criminal searches. We obtain our information directly from
the courthouse, so the information you receive is the most current
information. Criminal records are also available from Puerto Rico and Canada.
Statewide Search
All states except Nevada have state repositories of criminal information.
Currently, 36 states and Washington DC allow access to these records. The
remaining states have restrictions for access by non-law enforcement entities.
Requirements for access vary state to state. Some require notarized forms
or releases, while others require fingerprints. In those states where information
is not available statewide or where access is impractical (fingerprints
required, long turnaround times), the county courts are an alternative
source of information.
Federal Court Records
Federal offenses include crimes such as bank robbery, embezzlement,
tax evasion, drug trafficking, and interstate transportation of stolen
goods. These violations generally will not appear in a county or statewide
criminal check. The United States is divided into 89 federal judicial districts.
While most states have only one federal judicial district within their
borders, other states, such as California, may have as many as four districts
within their borders.
What information is included in a Criminal Records Search?
Rules vary from county to county and state to state regarding the type
of criminal information that may be released. Some release all information,
including arrests and traffic offenses, while others release only convictions
or only felony convictions. When a record is found, a typical report will
include case number, charge(s), arrest date, file date, disposition date,
disposition of the case, sentence and personal identification as found
in the court record. Criminal information is generally limited to the most
recent seven years. A ten year search is available for individual’s who
are earning $75,000 or more per year.
Have Access to a National Criminal Record Search!
Only the FBI and local law enforcement agencies have access to a nationwide database of past criminal records. This database, called the NCIC (National Crime Information Center) cannot be accessed by private companies or by individuals. Beware of any company or individual claiming to provide this type of search, as they are either providing the report illegally or making a false claim.
Consumer Credit Reports
Credit reports are gaining popularity with employers who are faced with the task of hiring honest, reliable employees. Some employers use credit reports to screen applicants for sensitive positions, such as cashiers or couriers, and for those situations where cash advances, equipment, and managing finances and/or property are a part of the job. An examination of the applicant's credit history can give a general indication of their financial honesty and personal integrity and can often serve as an early warning signal for subsequent difficulties.A Credit File Will Usually Contain Personal Data Such As . . .
|
Current and Former Address |
|
Social Security Number |
|
Employment Information |
|
Information from Public Records, such as judgments or bankruptcy |
|
Profile Summary: number of credit accounts, status of the accounts, pattern of payment, and the number of inquiries received about the credit record. |
As an extra added value for our customers, Simplicity defines the codes that appear on each individual report right on the report. No longer do you have to guess at what the codes mean or spend your valuable time to find that lost piece of paper that lists the definitions. Simplicity’s goal is to make your job easier and to provide easy to read reports.
Consumer credit reports are protected by the Fair Credit Reporting Act (FCRA) Public Law 91-508 as amended by the Consumer Credit Reporting Reform Act of 1996. The FCRA governs the use of credit reports and is designed to protect the privacy of credit information and to ensure that the information supplied by credit bureaus is as accurate as possible. The law allows employers to review credit records for the purpose of evaluating anyone they may hire, promote, reassign, or retain.
Brief overview of Section 604(b) of the amended FCRA
Disclosure and Release: The applicant must be given a statement indicating that a consumer report will be ordered, and the employer must obtain written authorization from the applicant prior to the procurement of the report.
Applicant Notice: If you decide not to hire based on information in the report, you are required to notify the applicant of possible "adverse action", provide him or her with a copy of the report and a Summary of Your Rights Under the FCRA (A copy of the Summary of Your Rights is available from Simplicity).
Certification: You must certify to the consumer reporting agency/reseller that reports are used for employment purposes only and will not be used in violation of any applicable federal or state equal employment opportunity law or regulation, and that you are following the above procedures.
Click here for link to full text of FCRA - www.ftc.gov/os/statutes/fcrajump.htm
Social Security Number Identifier
A way to verify the identities of your job applicants
Are your applicants who they claim to be? Use Social Security Number
Identifier to obtain consumer identifying information reported to Experian.
The listing contains names, aliases, current and former addresses credit
grantors had on this individual at the time of the entry and provides the
date that the full address was entered by a credit grantor. You also learn
if the SSN is valid and the state of issue.
|
Has the number been validly issued? Incorrect SSN on the application is not always an innocent mistake! |
|
Has more than one person been using the SSN? |
|
Is your applicant’s name absent from the report? The most likely scenario is that your applicant is "borrowing" someone else’s SSN or using a new name. |
|
Has the applicant been using more than one SSN? |
|
Do the addresses make sense? |
|
Does the number belong to a deceased person? |
|
Is the current address listed as a ‘non-residential’ address? |
|
Was the SSN issued before the applicant was born? |
|
It can identify potential social security number problems. |
|
It can reduce the risk of hiring an illegal alien. |
|
It can reveal discrepancies in information provided by your applicant. |
|
It can point to different areas of the country where the applicant has lived and where you may want to conduct a criminal records search. |
|
The individual in question would also want to know if someone else is fraudulently using his or her number. |
FACS+ Fraud Search
The FACS+ Fraud Search identifies potential fraud and
determines if an applicant’s current address is a non-residential address.
FACS+ determines if the SSN is valid, has not been issued, or was recorded
as deceased. In addition, FACS+ lists the state and year the SSN was issued.
When there is a FACS+ hit, there
is a $3.00 fee.
Workers' Compensation Reports
Workers' Compensation and Injury Records provide claims made against an employer's Workers' Compensation funds by the subject and are designed to confirm work injuries during the medical review process (prior to a new employee's start date). Reports are available from 36 states and the District of Columbia. All Workers' Compensation Claims reports are generated from the state of origin and the search is statewide.
After a conditional job offer has been extended, access to workers’ comp histories is allowed by the EEOC and recommended to:
|
Verify the employment application |
|
Screen out individuals who pose a "direct threat to the health or safety of themselves or others." |
|
Qualify for second injury funds |
|
Identify fraudulent claimants. |
A workers’ comp history search can help determine if your applicant is physically qualified to perform the essential functions of the job. It can also confirm or reveal unreported prior employment.
The amount of information varies from state to state. Reports typically show:
You can use Workers’ Compensation Reports for employment screening purposes and be in compliance with the Americans with Disabilities Act (ADA). However, you should understand that discriminating against those who have been injured on the job in the past is illegal.
- Employer during the incident
- Date of the incident
- Type of injury
- Job related disability
- Body Part
- Time Lost
Simplicity’s WCRs should be used solely for the purpose of verifying information furnished by the job applicant, evaluating the physical qualifications of the applicant or for other legitimate purposes permitted by your jurisdiction, the American with Disabilities Act (ADA), the Fair Credit Reporting Act (FCRA) and other similar statutes.
Click here for link to ADA: http://www.jan.wvu.edu/links/adalinks.htm
Click here for link to FCRA: www.ftc.gov/os/statutes/fcrajump.htm
Simplicity
Verification Services
740 N.W. Broad Street #B
Southern Pines, NC 28387-4102
Phone: (800) 682-1375 · (910) 246-1505 · Fax: (910) 246-1521
E-mail: info@simplicityverify.com
©2004 Simplicity Verification Services