Performing a Background Investigation
Performing a background check is particularly relevant in protecting yourself from negligent hiring. You can be held responsible for the actions of your employees, therefore showing due diligence in ensuring that your employees are safe and trustworthy, you should conduct background checks on them.
As a hiring manager, you would be best served by obtaining written consent from the applicant enabling you to perform a background check.
Background checking is often conducted by a specialized agency, which has greater experience, compliance and legislation knowledge, and resources to speed through what can be a lengthy process.
You can conduct your own background checks on prospective employees because you are searching public records with permission from the applicant, and in relation to some specific job requirements.
The main records used in background checking are as follows:
Criminal record—This does not include arrests, rather, it strictly refers to convictions. Information must be obtained directly from the court of origin where cases are processed in a given jurisdiction. You will need a statement, in writing, that a criminal conviction will not automatically disqualify the applicant from employment. Searches can be conducted at County, Statewide, Nationwide, and Federal levels.
- Payment history—This check can only be conducted when the applicant will be required to handle money. If you use an external agency to conduct this check, it will have to comply with the Fair Credit Reporting Act (FCRA). This needs a specific disclosure to inform the applicant of your intention.
- Workers' compensation record—An employer may consider the information contained in this public record as a basis for rejecting an applicant only if the injury in question might interfere with the applicant's ability to perform required duties
The information that you obtain from conducting a background check will need careful analysis if it is used to decide whether or not to hire an applicant.
Background checks provide you not only with further information on which to make a judgment about who to hire, but they can also be essential in avoiding negligent hiring claims.
Downloadable Templates and Topic Briefs
To launch the following templates or topic briefs, click on the title.
Consent to Conduct Background Check
Determining Adverse Impact
Where Do I Go for Training on This Topic?
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A topic currently in our archives that relates to background investigation is:
- Principals of Background Checks
Manpower has partnered with a professional nationwide pre-employment screening and public data retrieval firm, Advanced Background Checks, Inc. Through this partnership Manpower is able to offer our volume discount pricing to our clients.
Services range from county-level court research, motor vehicle reports, and address histories to employment verification, education verification and reference verification.
Advanced Background Checks, Inc., a member of the National Association of Professional Background Screeners (NAPBS), handles all requests in a timely and secure manner while maintaining full compliance with the Fair Credit Reporting Act (FCRA).
The Advanced Background Check’s Client Extranet is secured using industry standard SSL encryption, the same technology used by large e-commerce websites. All information transmitted to and from the Extranet is encrypted and the authenticity of access to the system is checked every time a user tries to access information. All access to the system is logged and actively monitored.
To offer convenience to our clients, Manpower and Advanced Background Checks have developed this convenient link to access this resource.
The process provides easy client set-up, on-line service requests and retrieval, legal reference forms and billing generated by Manpower.
For assistance with these services, contact Manpower's HR staffing consultants at (937)534-7416 or email us at email@example.com.
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