Which Background Checks Are Right For Your Business or Nonprofit?
Complying with fair hiring practices begins with offering the appropriate background check. But selecting and customizing the right screening package for your role, your company, and your industry can be challenging. It is critical to understand the most common background checks and how they fit into your hiring strategy. Below, we’ve outlined some of the most widely used screening services and how you can customize our screening packages to minimize costs, improve turnaround time, and cover all aspects of your candidate verification process.
Summary of common background checks
Criminal records check – A criminal records check audits a candidate's criminal history. Typically, this type of screening focuses on information provided by criminal justice agencies. The results may present information on records of arrests, detentions, indictments, criminal charges, dispositions, and fines.
County criminal search – County courts are the primary and most reliable source of criminal records in the country. They provide the most accurate and current information because most felony and misdemeanor cases are filed in these courts. However, the availability of digital access to records or the requirement for in-person visits can impact turnaround times and costs.
Social Security Number (SSN) check – SSN verification is the process of authenticating a Social Security number provided by a candidate. Usually, this verification entails cross-referencing the SSN and other provided information, such as the individual's name and date of birth, with trusted data sources. This type of check is essential because people can employ stolen SSNs to create false identities and engage in illicit activities such as money laundering and tax evasion.
FBI sex offender search – Conducting sex offender background checks allows you to determine if a potential employee has been convicted of a sex offense. This screening measure safeguards your employees and customers and mitigates potential liability risks.
Employment verification check – Employment verification enables employers to authenticate the work history of an applicant. This process ensures that candidates possess the required work experience and can uncover false assertions, employment gaps, or instances where job titles have been misrepresented.
Academic verification check – Education verification checks confirm the degrees, certifications, or training candidates have claimed on their resume or job application. The purpose of verifying education history is to determine an applicant’s honesty and make sure they have the educational qualifications to fulfill the job requirements.
Choose your own reliable and fully customizable screening package
Authentica simplifies the process of selecting and personalizing background screening bundles for your business. Before picking or customizing the package you’d like to utilize, we recommend discussing which checks will be most beneficial for your company with your HR team and legal counsel. It is essential to document these decisions in your written background check policy.