Since 1989, Data Facts has provided Human Resource Professionals with trusted information they rely on to make sound hiring decisions both Domestic and Internationally.
We provide our clients with both cutting edge, top of the line background screening technology, and personalized support and service. This 360 degree support system is the foundation of our client relationships. Our goal is to provide the fastest turnaround times, the strongest customer service, and the most accurate information available in background screening.
We invite you to utilize our full suite of background screening tools, and experience the Data Facts Difference.
Data Facts is 100% committed to maintaining quality and accuracy on each and every report.
Data Facts adheres strictly to standards and benchmarks and is accredited by the Professional Background Screening Association (PBSA). Our Exact Check process ensures that you receive the most accurate results available. Experienced licensed private investigators at Data Facts double check all adverse records to ensure correct applicant identity and record reporting under the Fair Credit Reporting Act. This multistage Quality Assurance process provides peace of mind that you are making sound hiring decisions. Each investigator is audited monthly, and all third party researchers are vetted quarterly.
Note - Data Facts NEVER offshores your data. The absence of strict data privacy laws and enforcement structures in other countries raises concerns about the security of personal information in the hands of contractors abroad.
Incident Response/Data Breach
Upon the discovery of a breach or suspected breach, End-Users should notify Data Facts immediately. Telephone notification is preferred at 800-264-4110. Email notification should be sent to dficompliance@datafacts.com.
Our Data Facts Direct™ Small Business Portal is exactly what you need to run background checks on your candidates, as well as your current employees. Our mobile-friendly platform allows applicants to enter their own information and electronically sign authorizations and disclosures- keeping your company in compliance.
Register for your account online (for free), sign paperwork electronically and minimize physical inspections.
With Data Facts Direct™, you pay no additional setup fees or costly subscription fees for your checks. You pay for what you use with no minimum quantity orders.
Our online ordering platform can be accessed on any mobile device securely. Quickly order and receive your checks directly and improve your candidate
Employment FAQs
Q: What is the difference between a county search and a statewide search?
One of the most misunderstood aspects of employment screening is the way that criminal records are researched. There is no nationwide system that combines court records from all 50 states. Maintaining and organizing criminal records is the responsibility of each individual state. The accessibility of the information is determined by state and/or county regulations. It is important to recognize the difference between records kept on a county level and those maintained in a statewide system. Understanding the pros and cons associated with each system will help you determine which search best suits your needs.
County search pros:
County search cons:
Statewide search pros:
Statewide search cons:
Q: What is a Social Security Trace?
The Social Security Number Trace, AKA “Alias Search” is a vital step in the background screening check process. It is a powerful investigative tool that may provide information on an individual’s name history, present and past addresses and movement patterns based upon the applicant’s Social Security Number. To learn more about why you need this service and limitations of use, click HERE.
Q: Is it legal to ask a person's birth date before a job offer is made?
It is legal to obtain the date of birth during the application process. It is not legal to discriminate based on a person's age when considering employment.
Q: What is the importance of the date of birth on employment searches?
Every court has their own method of recording, storing and reporting the data from their files. Language, codes, and terminology are not always standard. Some variables, however, remain constant. When people are arrested, the information taken and recorded starts with the name. The identifier used next is the date of birth (DOB). This information is gathered by the information stated by the arrested individual and perhaps, any identification they may be carrying. When researchers check court files they must first search by name. If a name is found, they must look for "identifiers" to make sure of the identity of the individual. The DOB is the first line of identification after the name. Sometimes an applicant may have a previous name or an "alias" name. A search for a criminal record does not include the previous name unless specifically requested since court indexes are maintained by the name used for the criminal filing. A search under a previous or different name is, in fact, a separate search.
Many Americans mistakenly assume that files are recorded by Social Security Number. This is not true. Social Security Numbers may or may not be collected by the judicial systems and the current trend is to omit the SSN from public access files. This move has come about due to privacy issues and the growing problem of identity theft.
How do we combat this?
It is not always possible to be 100% sure that the information in the files is totally accurate but experienced researchers do their best to match the files they locate. Sometimes as an employer you may be told that there is a delay in reporting due to a possible record. Researchers may find records they believe belong to the person they are researching but may have to requisition additional court records and compare numerous documents in an attempt to verify identity.
What can YOU do?
1. Make sure the applicant lists their DOB on the Release Authorization form.
2. Be sure to correctly enter the DOB when ordering from Data Facts.
3. Consider ordering a Social Trace as part of your order package. This is a tool that often identifies additional names and addresses that are associated with the consumer and may help you perform a more complete background search.
4. Consider ordering Motor Vehicle Records on your applicants. By verifying the validity of their drivers' license, a wealth of information may be revealed that would otherwise not come to light.
Q: How long does it take to get information when conducting a background search?
The average turnaround time for a background search is 1 to 3 business days.
Q: What is the most accurate type of criminal record search?
A county court search for both felony and misdemeanor records is usually the most revealing source of information.
Q: What is a National Criminal Database Search (NCDS)?
The National Criminal Database is a database compiled by private agencies collecting information from a variety of sources. Multiple sources, including some county records, some state Department of Corrections files; Sexual Offenders lists (from states requiring offenders to register) may contribute to the database. There may be felonies, misdemeanors or some traffic violations included in the database depending on the reporting source. Not all states or all counties report information to database providers.
The NCDS is useful in providing a broader scope to a criminal search by including a greater geographic search area and is a good first step in a progressive search. However, it is not intended to replace a physical search of court records or to stand alone as a criminal records search.
Q: Is there a nationwide federal record search of criminal records available?
A nationwide registry of persons who have been incarcerated in a Federal prison is available. This report will show only those individuals who have served a sentence in a federal penitentiary but will not show those convicted with sentences which did not result in incarceration for a federal offense.
Q: Will all arrests be found in a county court search?
No. Arrests in the municipal courts also known as City Court Records are not always in the county courts – like jay walking, excessive noise, etc.
Q: How will conducting a criminal records search for job applicants protect my firm from negligent hiring issues?
Conducting a reasonable search will help identify possible problems which could be quite costly to the company before a hiring decision is made. This information could help avoid problems resulting from absenteeism and tardiness, theft, violence or other costly misconduct. In addition, judges consider the effort an employer has made and the care given in the selection process when making decisions in negligent hiring suits.
System Questions
Q: How do I order reports online?
For complete instructions on how to order a report visit Order Reports
Q: Can I receive a notice when my reports are completed?
Yes. We can send you a notice via E-mail that will notify you that your reports are ready to pick up online.
Q: Can I receive my invoice via E-mail?
Yes. We send all monthly invoices via E-mail.
Data Facts has partnered with a variety of Applicant Tracking Systems to help you make the smartest hiring and employee management decisions. Whether you are a recruiter, employee relations manager, hiring manager or an executive, Data Facts Applicant Tracking software will reduce your cost to hire and time to fill the position through automation. Eliminate process steps, increase productivity and make better hiring decisions.
Data Facts offers the following integrated solutions for a seamless recruitment, background screening and hiring process. Put the best candidate to work for you!
ApplicantPro addresses every type of staffing need with a web-based corporate recruiting software solution that integrates all phases of the employment lifecycle into a seamless, efficient and automated hiring process.
Ascentis offers easy-to-use human capital management, HRIS, online payroll, talent management, recruiting and timekeeping solutions that support greater business efficiency and accuracy. One point of data entry means employee information is accurate, up-to-date and reportable. Electronic submission of information to insurance carriers eliminates errors and supports a paperless open enrollment process.
Arcoro's three founding companies have more than 50 years of combined success serving high-compliance industries. A full suite of workforce management and HR software modules allows customers to manage all their HR data and operations from hire to retire. Built-in compliance features make state and federal tracking and reporting fast and easy.
Bullhorn’s powerful, easy-to-use applicant tracking system lets users manage the entire recruitment process from a single interface – from desktop or mobile device, on any browser. From job submission to candidate placement, Bullhorn eliminates manual data entry, streamlines the end-to-end recruiting process, and enables your team to move faster and work smarter.
Gray Peak Hire offers a complete talent acquisition platform. Their complete offering eliminates the need to utilize several independent applications to support the recruiting, hiring and onboarding needs of an organization. Recruiting, Text recruiting, Video interviewing technology, onboarding and more are all accessible in one application via a single fully configurable dashboard resulting in a consistent, streamlined, and effective process.
Greenhouse doesn't just help you recruit the talent you need. They have a full suite of solutions to help you onboard them and even help solidify your company culture for both new and tenured employees alike! (And Data Facts is now a preferred partner!)
HealthcareSource Position Manager® is the leading healthcare applicant tracking software solution that accelerates hiring, improves management and staff productivity, attracts better personnel, and reduces hiring costs. Data Facts is now a preferred partner!
Instantly connect all of your HR systems, giving you access to all your hiring information within one platform. HR integrations are typically complicated, expensive, and time consuming. Hirelink helps you avoid that painful process of integrating each system one by one or, even worse, logging into multiple systems. Our software allows you to be integrated with 100's of different HR systems and services immediately. Hirelink works on top of any software that is accessed through Google Chrome.
Interview Exchange by Hirezon offers everything you need to find the perfect candidate, onboard them, and then track their performance to ensure they get up to speed on schedule.. Data Facts is now a preferred partner!
iCIMS is the leading provider of talent acquisition solutions that help businesses win the war for top talent, and Data Facts is now a preferred partner.
iCIMS empowers companies to manage their hiring process within the industry’s most robust Platform-as-a-Service (PaaS). Built on the foundation of a talent acquisition software suite that’s designed to be the best, iCIMS’ PaaS framework, UNIFi, allows employers to expand the capabilities of their core talent acquisition technology by integrating with the largest partner ecosystem in talent acquisition to help them attract, find, screen, and manage candidates.
Offering scalable, easy-to-use solutions that are backed by award-winning customer service, iCIMS supports more than 3,500 contracted customers and is one of the largest and fastest-growing talent acquisition providers.
JazzHR is powerful, user-friendly, and affordable recruiting software that is purpose-built to help growing companies exceed their recruiting goals. JazzHR’s best-in-class software replaces time-consuming and manual hiring tasks with intuitive software designed to help recruiters and hiring managers recruit, and hire the right talent, fast.
Founded in 1993, myStaffingPro started as a recruitment process outsourcing company based in Lima, OH, serving companies in the Midwest. Our software was initially developed as a solution for the company's own internal project tracking needs. The popularity of the software encouraged us to develop it as a web-based solution that could be purchased by clients and customized based on company need. myStaffingPro's current product assists HR professionals with attracting, recruiting, hiring and onboarding new employees.
Peoplestrategy allows you to find the best people, trim your time to hire, improve regulatory compliance and efficiency, and generate maximum hiring credits - all from an ATS that is modular and scalable to YOUR needs.
SilkRoad Technology provides strategic HR and business expertise and designs secure solutions tailored to business requirements at scale for global companies. SilkRoad delivers personalized experiences for employees that drive engagement across the employment lifecycle to enable measurably better business outcomes.
Using advanced web-services technology, SmartSearch is designed to seamlessly integrate with existing applications for managing all employment related information. With over 20 years of experience, SmartSearch's easy to use software brings all the pieces together on your desktop.
Tenstreet is a SaaS company dedicated to finding new answers to the trucking industry’s toughest problems. Our revolutionary line of services, such as the IntelliApp and Driver Pulse, are designed to create simple, time-saving solutions in the areas of driver recruiting, safety, onboarding, and marketing. We help companies succeed in a paperless environment, offer the fastest-time-to-hire, and ease the lives of our clients and drivers alike.
TraitSet helps hiring mangers with an efficient fully integrated process that starts with an Online Application coupled with Behavioral Assessments. The online application can be launched from your own website or from a website that we craft.
Building on 70 years of experience from two leaders in HR solutions, UKG™ combines the strength and innovation of Ultimate Software and Kronos®. Individually, we’ve always put people at the center of everything we do. Together, we’re committed to inspiring workforces and businesses around the world, helping to pave the way forward for our people, customers, and industry.
Workday Recruiting is an end-to-end talent acquisition application built to help you find, share, engage, and select the best internal and external candidates for your organization.
Click here for a full list of MVR Access Fees.
Fees updated as of July 1st, 2021. ***Prices and fees can change without notice.***
(Interested in a NH MVR? Click HERE for the required release)
Our system will retain your incomplete requests for 30 days. If proper documentation has not been submitted after 30 days, your request will be automatically dropped from our system queue and a processing fee of $3.00 will be charged to your Softech account.
Report turnaround is based on past experience but is subject to change by State Motor Vehicle Departments, and delays due to communication and/or processing times.
The chart represents only the state, province, and country charges. It does not include service fees and/or charges incurred by our service.
Click here for a full list of State Court Access Fees.
Click here for a full list of County Court Access Fees.
Fees updated as of July 13th, 2021. ***Prices and fees can change without notice.***
Click here for a full list of County Civil Court Access Fees.
Fees updated as of March 15th, 2021. ***Prices and fees can change without notice.***
Click here for a full list of Workers Comp State Access Fees.
Fees updated as of March 15th, 2021. ***Prices and fees can change without notice.***
1GPA is a national non-profit governmental purchasing cooperative which allows public entities to take advantage of existing contracts to purchase the goods and services they need from local and national vendors. 1GPA Contracts are approved and awarded by 1GPA’s lead governmental entities and are available for use and benefit of all entities complying with their own state procurement laws and regulations. 1GPA’s pooled purchasing power means public and private schools, cities, counties and state entities, as well as colleges, universities and Native American communities can save actual budget dollars on our contracts utilizing best business practices. All of our contracts are competitively bid and awarded in compliance with state statutes, procurement laws and regulations.
cityCURRENT is a privately-funded catalyst for the Mid-South. Their mission is to be a force for good by fostering teamwork among business and civic leaders and by aligning corporate resources to make a collective impact in the community. By providing valuable content and simple ways to get involved through over 150 events a year, cityCURRENT partners invite you to join the movement at no cost to you. Movements start with small actions and together we can make a huge impact!
Data Facts is a founding member of the PBSA, which was founded in 2003. As a non-profit trade association, PBSA serves to represent the interest of companies offering employment and background screening. PBSA offers an opportunity for qualified companies to participate in shaping the body of knowledge and regulations impacting our future.
The Society for Human Resource Management (SHRM) is the world's largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India. Data Facts is a member of national SHRM as well as the Memphis, Charlotte, Concord, Gaston County in Gastonia, NC, North Alabama and Middle Tennessee chapters.
eScreen is a technology-enabled Third-Party Administrator (TPA) that provides next-generation employment screening applications for hiring and maintaining healthy and drug-free workforces.
Today with more than 5,100 eScreen Occupational Health Network (EOHN) provider locations, eScreen is setting the new standard for drug testing program management by offering employers a truly nationwide solution. eScreen processes millions of healthcare and corporate data transactions each year through a centralized process that has been designed to ensure program compliance for all Department of Transportation (DOT) and non-DOT hiring programs. As the only truly integrated, electronic drug testing solution in the industry, the capabilities are virtually limitless in its ability to simplify local and nationwide testing.
Form I-9 Compliance provides clients with cutting edge, proactive and preventative technology solutions and consulting services for Form I-9 and E-Verify compliance. Their professional executive team is uniquely positioned to materially assist clients in maximizing the benefits and cost savings inherent with electronic Form I-9 processing, automated right to work verifications (E-Verify), secure online storage, consulting services and a paperless process.
Founded in 1993 by the higher education community, the National Student Clearinghouse® relieves the administrative burdens and costs related to student data reporting and exchange. They are a nonprofit and nongovernmental organization and the leading provider of educational reporting, data exchange, verification, and research services. Their work — performed in a trusted, secure, and private environment — provides numerous time- and cost-saving benefits to students, schools, administrators, and requestors.
Pioneering in the industry in 2010, Social Intel has been the gold standard of online background screening with over 1,200 clients and 50 HRIS partners.
The Social Intelligence Report™ is powered by a team of FCRA-trained analysts who can identify wholly human patterns like parody, context, sarcasm, or innuendo so that nothing is misinterpreted or falsely attributed to an employment candidate. Social Intelligence approaches work practically to create a useful, actionable background report.
Walton Management Services, Inc. has been in The Business of Business Incentives™ for over three decades. With a sole focus on tax credits and incentives (TCI), WMS has an in-house development team, backed by experts in the TCI field, creating, designing, and maintaining TCI solutions unavailable at any other TCI vendor.
Safeguard your company’s assets, protect your organization’s reputation, and avoid potentially risky hires by implementing a cohesive, compliant criminal background check process.
Employers shouldn’t automatically trust in and believe the claims applicants make on their resumes and in their interviews. Candidates who stretch the truth or completely fabricate information to get hired can be detrimental to a company.
Data Facts provides a complete driver screening and monitoring solution to reduce the risk for companies that employ truckers, delivery people, volunteer drivers, and any other team member who operates a vehicle on the organization’s behalf.
Data Facts brings you the total service management solutions from electronic drug screening (both DOT approved and non-DOT), occupational health services, and other innovative workplace service offerings. Due to the changing climate regarding cannabis, we also provide an option for drug screening with redacted marijuana findings.
With 62% of our clients operating in the healthcare space, we are the healthcare screening professionals. Access the timely information you need to make the best, safest hiring decisions. With our stringent quality control process and our commitment to accuracy, Data Facts is a smart choice for your healthcare screening needs.
Driver Monitoring ● I-Med™ (Medical) ● Infinity Screening™ (Criminal) ● Global Sanctions & Exclusions Monitoring (powered by I-MED™) ● Professional Verifications Monitoring ● Arrest Monitoring
Data Facts offers two solutions to decrease the spread of COVID-19 in your workplace: We provide a proactive suite of digital tools that are easily accessible to all, proprietary hardware for temperature monitoring and access tracking at facility entrances, COVID-19 diagnostic testing, and antibody testing with fast turn times and accurate results. In addition, we offer an employee driven health assessment and information gathering solution, available as a customizable application, which employees can use directly through their smart devices.
In a global economy, Data Facts can help you effectively manage your employee background screening, no matter where your job candidates have lived!
Instantly search your applicants' credit profile, tailored for your needs. A credit report is a valuable tool for employers who are hiring for someone who may occupy a position of finance within their company.
As ICE audits increase, your efforts to maintain I-9 and e-Verify compliance should, too! Data Facts offers a robust, electronic Form I-9 solution and e-Verify solution designed to help make compliance as easy as possible.
Traditional background screening may not offer total insight on a job applicant's attitudes and behaviors. Our Social Media Screening Tool does! By searching the popular social media sites using basic identifiers, it returns hits on user-generated posts containing racism, sexism, violent tendencies, and illegal behavior.
Our WOTC tax credit screening can add bottom line savings by screening new hires for tax credit eligibility. The WOTC program is designed to promote hiring of individuals within target groups, who may face challenges securing employment due to limited skills or work experience. By screening, hiring and retaining WOTC qualified employees your business may receive a federal tax credit ranging from $1,500 to $9,600 per qualified individual, based on the certified target group.
With Data Facts, employers can perform social security verifications directly with the Social Security Administration through the Consent Based Social Security Number Verification Service (CBSV). This search is one of the best ways to confirm personal identifying information and avoid applicants who are trying to commit fraud.
Your applicant simply gives consent for the search by signing an SS-89 form.
This service can be used to verify whether an individual’s name and Social Security number match with SSA records. In addition, it will also search the Death Master Index to identify if the holder is deceased.
Data Facts offers clients flexibility by providing post-employment screening and progressive screening packages, which enable employers to streamline processes, reduces costs, and increase the quality of new hires.
Data Facts offers an award-winning, mobile friendly ordering platform that is user-friendly and intuitive. We integrate with a wide array of ATS systems and provide a simple invoicing system.
*All features are flexible and scalable to meet your company’s specific demands. *
Quickapp™ is a mobile-friendly candidate tool that is a powerful digital application to drive hiring efficiency Quickapp™ customizes application disclosures, sends email/text reminders, and integrates with ATS systems for an end-to-end application experience.
The services and components comprising our system are primarily written in Java based on the Spring enterprise application framework. The technology stack includes React JavaScript, Java, Java Cryptography Extension (JCE), Apache Tomcat, CentOS, Spring Data JPA, and AWS Aurora MySQL compatible database.
Our user interface ensures maximum, multi-level security to our clients and their applicants.
As the global COVID-19 pandemic unfolds, Data Facts is taking steps to protect our teams and maintain the standard of service you expect from us.
Widespread court closures related to the Coronavirus Pandemic (COVID-19) have had significant impact on the background screening industry.
However, thanks to technology investments and process efficiencies which Data Facts has been using all along, we are in a better place than most background screening providers.
Our proactive efforts have minimized the current impact to only a small percentage counties (or county equivalents) in the United States. These are primarily located in Louisiana and Delaware. Alternative options exist for most of these impacted counties, such as ordering a statewide search in lieu of county searches, and taking advantages of electronic database options. (Contact us for information regarding specific counties of coverage).
We remain committed to our brand promise to deliver information you trust the first time, on time, every time. We are 100% committed to meeting your background screening needs through all phases of your hiring process.
Data Facts understands it’s a time of worry and uncertainty, but you can breathe easily knowing we are here for you.
We will closely monitor your business needs as well as the pandemic’s evolution and update you on our website as we make changes or acquire additional information that affects your organization.
Our ordering platforms are still up and running to receive orders 7 days a week, 24 hours a day, to continue seamlessly and quickly serving your needs. We are doing everything possible to continue serving you in the way you expect from Data Facts.
For more information, feel free to contact your Account Executive, your Strategic Account Manager, or our VP of Client Success, Tammy Henry.
(Note: If you are a background screening company struggling to meet your clients’ needs because of court closures, we would be happy to partner with you to assist in meeting your workflow demands.)
Bob and Weave: Changes to Keep HR Effective During COVID-19
Hiring During the COVID-19 Pandemic? How to Keep It on Track
EEOC issues "updated and expanded" COVID-19 ADA guidance
Shelter In Place Orders: Are You an “Essential Business”?
Cybersecurity and Privacy Issues to Consider in Early Stages of COVID-19 Outbreak
Idaho
Summary of Rights Under the FCRA
Summary of Rights for Victims of Identity Theft (English) (Spanish)
CA - State of California Summary of Rights
NJ - State of New Jersey Summary of Rights
WA - State of Washington Summary of Rights
PSP Disclosure & Authorization Form
Drivers Privacy Protection Act (DPPA)
Fair Credit Reporting Act (FCRA)
Consumer Financial Protection Bureau
EEOC Enforcement Guidance – Q&A
Alabama (AL)
Alaska
California
Canada
Pennsylvania (PA)
Washington (WA)
Arkansas (AR)
*Criminal backgrounds can only be requested once a conditional job offer has been made and cannot be asked during the application or during interview process.
Georgia (GA)
Idaho (ID)
Iowa (IA)
New Mexico (NM)
Nevada (NV)
Rhode Island (RI)
