Some large companies routinely screen job applicants. It saves them time and money in the end, if they know the person being employed has been truthful and forthcoming on his or her application. Certain businesses and agencies, ones that hire teachers, police officers, and drivers for instance, are required to investigate backgrounds. There are rules for employment background screening Valdosta Ga businesses need to know before they do any checking.
One of the first decisions you will have to make is whether to do the checking on your own or to hire a company that provides these services. Of course there are fees and costs associated with using an outside company. You may not want to employ them for every new hire, but only the ones who will have access to sensitive information.
Businesses have obligations to the individuals they investigate. These people must be informed prior to any research being done, and the information must be in writing. It cannot be included on the job application. It is required to be separate and signed by all parties. When the employer finds something that disqualifies the job candidate from getting the hired, the company must make the report available to them.
There are certain things you are permitted check up on and others that are prohibited. You can pull credit reports, medical records, criminal history, and driving records. You can contact previous employers and the references that the person gives you. You can also verify their educational degrees. In most cases, you can also get information on whether or not an individual has ever applied for worker's compensation.
A lot of service oriented companies use independent contractors, like salesmen. These individuals are not considered employees, but their backgrounds can be checked just as if they were. People who have nannies, maids, landscapers, and drivers, are also allowed to put those individuals through a screening process.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Small businesses often opt to do their own research instead of employing an outside company. In this case, some things should be taken into consideration. They should have a good working knowledge of what the rules and regulations are pertaining to screenings. There are agencies available to give general advice, usually for free. Be careful of websites that promise to do all of the background work for a fee. They are not always reliable.
Checking employee backgrounds as a precaution sometimes saves time and expense down the road. Interested and honest job applicants should be happy to cooperate. You can never be too careful with sensitive company files and business related information.
One of the first decisions you will have to make is whether to do the checking on your own or to hire a company that provides these services. Of course there are fees and costs associated with using an outside company. You may not want to employ them for every new hire, but only the ones who will have access to sensitive information.
Businesses have obligations to the individuals they investigate. These people must be informed prior to any research being done, and the information must be in writing. It cannot be included on the job application. It is required to be separate and signed by all parties. When the employer finds something that disqualifies the job candidate from getting the hired, the company must make the report available to them.
There are certain things you are permitted check up on and others that are prohibited. You can pull credit reports, medical records, criminal history, and driving records. You can contact previous employers and the references that the person gives you. You can also verify their educational degrees. In most cases, you can also get information on whether or not an individual has ever applied for worker's compensation.
A lot of service oriented companies use independent contractors, like salesmen. These individuals are not considered employees, but their backgrounds can be checked just as if they were. People who have nannies, maids, landscapers, and drivers, are also allowed to put those individuals through a screening process.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Small businesses often opt to do their own research instead of employing an outside company. In this case, some things should be taken into consideration. They should have a good working knowledge of what the rules and regulations are pertaining to screenings. There are agencies available to give general advice, usually for free. Be careful of websites that promise to do all of the background work for a fee. They are not always reliable.
Checking employee backgrounds as a precaution sometimes saves time and expense down the road. Interested and honest job applicants should be happy to cooperate. You can never be too careful with sensitive company files and business related information.
About the Author:
Find details about the advantages of using employment background screening Valdosta GA services and more info about a reliable service provider at http://backgroundchecksexpress.com now.
Tidak ada komentar:
Posting Komentar