Other Kinds of Background Checks

Driver's License History. This is an important search for applicants who are required to operate their vehicle for business purposes and/or driving a company vehicle. Records will show history over the past three to seven years and are available in all 50 states and Washington DC. Reports will include all personal identifiers as well as offenses and citations.

While some companies believe driving records should be used only if an applicant will be driving a company car, crimes are not isolated to where we live and work. Some believe motor vehicle information exposes important character issues. By searching an applicant's driving record, we learn about suspended licenses, failures to appear in court and arrest warrants. In addition, drug and alcohol related driving offenses, such as driving under the influence and possession of drugs, may serve as a warning of potential substance abuse problems that can affect job performance.

Pre-Employment Credit Reports. This search will produce full credit report background checks from one of the three nationwide credit bureaus. This report will offer insight into the applicant's reliability and a sense of their personal responsibility. This report will include derogatory credit information, public filings (bankruptcies, liens and judgments) as well as previous addresses. This can be another great tool for identifying other counties that the applicant may have lived and is especially useful for those whose candidates will have check-writing privileges or other access to company monies.

Reference Interviews. A verification of business and/or personal credentials is an important source of data about the applicant's general image as perceived by others. Results may offer insight into the candidate's trustworthiness, reliability, competency and integrity.

Education Verifications. When hiring an individual, companies base salary packages and positions on the individual's education. Educational searches validate schools attended, diplomas, degrees, certificates and dates of attendance. Some educational institutions will report GPA.

Education verification is recommended for managerial positions as well as most business office functions. Statistics reveal that education is one of the things that applicants falsify most often on employment applications.

Employment Verifications. Some candidates may be less than truthful about their employment history. Internal research shows this to be the number one discrepancy on resumes and job applications. Background checks will verify information on the applicant's resume, validate dates of employment, position, reason for termination and eligibility for re-hire. In some cases, employment gaps may be discovered or employment not listed.

Federal Criminal Court Searches. There are many crimes that don't necessarily fall under local laws. They fall under federal jurisdiction. These crimes may include: tax evasion, embezzlement, counterfeiting, bank robbery and many other "white collar" crimes. These background checks list criminal filings in any of the nation's federal district courts.

Military Records. You may petition military branches for records of its personnel. County courthouses also store discharge files from veterans who served before 1980. Although not as common today as it was in the past 50 years, employers frequently requested the specifics of one's military discharge.

Workers Compensation. A background check of the state(s) worker's compensation commissions in the area(s) where the candidate has resided is used to locate any claim history. The investigation is conducted in compliance with the Americans For Disabilities Act (ADA).

Worker’s compensation searches are highly recommended in manufacturing and production environments or wherever physical activity such as lifting is part of the job requirement. This information enables employers to avoid placing employees in positions that may pose risk of re-injury and identify habitual claim filers. Workers’ Compensation History is a statewide search available in most states, but must be conducted post-offer of employment. The search identifies worker’s compensation claims against an applicant’s past employers.

The history will report the last five events and include case numbers, locations, case status, dates of injury, body parts injured, type of injury and all party information including lien claimants. When applicants have filed worker’s compensation claims against past employers, they often intentionally leave them off their employment applications; you may use falsification of an employment application as grounds for revoking a conditional job offer or terminating a recent hire.

Professional Licenses and Certifications. Includes a review and verification of professional licensing and registration status within the employee's appropriate state licensing bureau.

Reports reveal the validity of applicants’ professional licenses, date of issue, renewal and expiration dates, current status and any disciplinary action.

Prior Employer Drug and Alcohol Test Results. This is a check with past employers to obtain information whether applicant 1) took a drug test, 2) failed any drug test or 3) refused any drug test.

Pursuant to 49 Code of Federal Regulations, previous employers must provide information on past employees' drug and alcohol tests within the two previous years. Information will provide dates of confirmed positive tests for drugs, confirmed alcohol test results of 0.04% or greater and refusal to take a controlled substance test within the past two years.

State Sexual Offender Registry. Per Megan’s Law, sexual offenders must register when they move. There are currently about 400,000 registered sex offenders nationwide. Searches of the sexual offender registry is done by state using registered sex offender databases. This background check is recommended when companies have on-site childcare or other people at risk. It is recommended that the employer have the applicant sign a separate release form.

Government Records. To access any government record you feel is of public interest; make use of the Freedom of Information Act that requires the government to do so. Each department handles its own documents and their release.

Vital Records. For information about birth or marital status, check with the state's Department of Vital Records.

Medical Records. Unless you're a medical or insurance professional, you won't have access to the Medical Information Bureau that stores millions of North American citizens' records. Because of confidentiality issues, physicians aren't likely to help you either.