Data Facts Background Screening Blog

Data Facts Talks Turkey About Background Screening

Posted by datafactssolutions

Nov 23, 2015 10:00:00 AM

The end of the year is also a time businesses need to look at their practices, and make sure they have the best hiring system possible going into the New Year.
This should include reviewing and revamping your background screening policy.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, background screen, background check, wordpress blog, Good hiring practices

Four Best Practices to Make Healthcare Hiring A Success

Posted by Susan McCullah

May 20, 2015 2:30:00 PM

Today, healthcare companies face a variety of hiring challenges. It is integral to an effective healthcare hiring policy for employers to invest time to ensure their policy for conducting a background check on applicants is relevant, compliant, and meets hiring regulations.

Here are four best practices to make healthcare hiring a success:

Ask some questions!

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, background screening company, Healthcare HR, Healthcare hiring

5 Pitfalls to Avoid When Screening Applicants' Backgrounds

Posted by Susan McCullah

May 22, 2014 9:06:48 AM

A good background screening policy should be implemented into every organization's hiring process, as this can help reduce the risk of a bad or unsafe hire. 

There are some pitfalls in screening applicants' backgrounds that employers must be aware of and avoid in order for the process to be effective and compliant.

1: Not getting authorization to perform the search. This mistake can result in a lawsuit! One of the key responsibilities of the employer is to disclose any screening process to the applicant. Employer must disclose in writing to applicant that they will be the subject of a background report as part of the employment selection process.
This document needs to stand alone, it does not need to be part of the employee handbook or the application.

2. Using information that is not relevant to the job position. A person who is applying as a heavy machinery driver may not need a credit check, but he would need a Motor Vehicle Records check and a drug test. Establish relevant screening for each position in your company. This will go a long way toward maintaining practices that are not discriminatory and protecting the workplace.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, background screening company, background screen, Data Facts

Background Checks: What Employers Need to Know, PT 1

Posted by datafactssolutions

Mar 26, 2014 3:09:15 PM

This information was taken from a joint publication of the Equal Employment Opportunity Commission and the Federal Trade Commission.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background check, criminal records search, 2014 hiring, wordpress blog, EEOC

Your Job Search and the Fair Credit Reporting Act (FCRA)

Posted by datafactssolutions

Mar 11, 2014 8:51:59 AM

By Sharlyn Lauby

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Topics: Data Facts blog, NAPBS accreditation, Background screening, Hiring, NAPBS, background screen, credit checks, background check, credit reports, FCRA, 2014 hiring, wordpress blog

How to Set Up A Successful Background Screening Policy

Posted by Susan McCullah

Feb 28, 2014 10:16:00 AM

Today, the majority of companies are now utilizing background screening for hiring purposes. The term ‘background screening’ broadly encompasses criminal, drug, assessment testing, and education and employment verification.
It is integral to the success of the background check process for a company to take the time to make certain their policy for screening applicants is really helping in avoiding bad hires.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, Hiring, NAPBS, background screen, background check, 2014 hiring, wordpress blog, Good hiring practices

Eek! I Missed WHAT?! Top 10 Background Screening Mistakes Pt 3

Posted by datafactssolutions

Feb 4, 2014 10:30:07 AM

This week, we will finish up our list of top 10 background screening mistakes.
Here are the final 3:

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, reference check, Background screening, Employment screening policy, faking degrees, fake diplomas, background screening company, Criminal records, NAPBS, background screen, background check, criminal records search, degree fraud, resume lies, 2014 hiring, wordpress blog, Good hiring practices

Eek! I missed WHAT? Top 10 Background Screening Mistakes

Posted by datafactssolutions

Jan 16, 2014 2:03:52 PM

Companies that utilize background screening products as part of their hiring process are more likely to weed out a potential employee who would be dangerous or risky to the workplace. Background screening an applicant can bring to light mistruths contained in the resume, or unsavory activities that would be detrimental for a company to take on.

However, a background screening process is only as effective as the amount of thought that goes into developing it. Data Facts has seen many mistakes in background screening practices that can result in a screening process that is unfair and unsuccessful. Over the next few weeks, we will be discussing the top 10 Mistakes that can result in your background screening practices not being the best possible.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Criminal records, Hiring, NAPBS, background screen, background check, criminal records search, 2014 hiring, wordpress blog, Good hiring practices

Add Minnesota to List of States Limiting Use of Criminal History

Posted by datafactssolutions

Jan 7, 2014 2:47:26 PM

Minnesota recently joined a small but growing number of states by signing a law into effect that prohibits all employers from inquiring into an applicant’s criminal history in the initial application process. This law-which took effect January 1, 2014-prohibits private employers from inquiring into, considering, or requiring the disclosure of an applicant’s criminal record or history until either:

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Minnesota, Criminal records, Hiring, NAPBS, background screen, background check, FCRA, 2014 hiring, wordpress blog, Good hiring practices, EEOC

Is Your Background Screening Process Ready For 2014?

Posted by datafactssolutions

Dec 27, 2013 9:32:08 AM

Background screening job applicants is an integral part of the hiring process. By checking out a person’s criminal convictions, verifying their work history, and conducting drug testing, a company can gain a deeper understanding as to whether or not the person will fit well into the company culture.
However, the background screening process that was in place 3 years ago may not be the most effective one today. Here are some points to cover in reviewing your background screening process:

1. Take another look. Knowing the specific pieces of the applicant’s background you are currently screening is a great starting point. Make sure you know what information is being checked for each position.
2. Remember ‘the I’s’ have it. E-verify and I-9 processes need to keep up with regulations. A good many states have begun requiring companies to have these processes in place. Audits from ICE have also increased. It is more important than ever for companies to have a good, recorded trail for their E-verify and I-9’s.
3. Get the whole picture. Look at the criminal check policy, and make certain it is robust. At a minimum, check the person’s county of residence, work, and study. You may also want to add a national criminal database search, which can uncover crimes in places that were not originally targeted to search.
4. Review adverse action procedures. If a person is not hired in whole or part because of information found in a background check, you must send a pre-adverse action letter to the applicant, and after a reasonable amount of time, then send an adverse action letter. Be sure to follow this every single time.
5. Establish relevancy. Evaluate each position and decide which screening tools are important for that particular job. Some positions will not require a credit check, for example. It may be imperative in other positions to verify education. Review your screening process to ensure it is fair and relevant for each position.
6. Remember the information is only as good as the source. The background screening report is only as accurate and reliable as the Background Screening company that provides it. Ask your vendor if they are accredited by the NAPBS, and if they have licensed private investigators on staff. If the answer is ‘no’, you may want to look for a new provider.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, Hiring, background screen, background check, criminal records search, 2014 hiring, wordpress blog, Good hiring practices, E-Verify

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~~Susan McCullah is the Marketing Project Manager/ Background Screening Division for Data Facts, Inc, a 25 year old Memphis based company. Data Facts Inc -an NAPBS accredited company- is a leading provider of employment screening solutions. Check out our website for a complete explanation of our services.