PreScreening (Background Checks | PreInterview)

Know what potential employers will see when conducting background checks | Be PROACTIVE

Employment screening is designed to verify information resumes and applications.  Investigations are also conducted to uncover character flaws and criminal tendencies that might jeopardize the employer, tarnish its reputation, endanger staff or limit the effectiveness of the candidate.  Screening is often done to determine if employees can be trusted to manage financial resources or protect sensitive or confidential information.

Let us Provide Advice on How to Handle Prior to ANY career search process

Be aware companies may choose to conduct the following types of “checks,” which we can assist and work with you in developing a plan of attack

Please note we are not attorneys, feel free to consult with an attorney regarding any of the following or above information or consult with a government agency that deals with employment

Credit History

• Some employers consider the credit status of candidates to determine if financial problems might impact their trustworthiness or be evidence of irresponsible behavior
• Employers must secure the consent of applicants and provide access to findings if they are used to screen out an applicant
• The Fair Credit Reporting Act (FCRA) regulates employer investigations into the credit history of job applicants

Criminal History Screening

• Many states have laws dictating how criminal information can be used in the evaluation of candidates
• The FBI and State Identification Agencies provide services to help businesses investigate the criminal background of candidates if appropriate

Social Security Number Tracing

• Utilized to verify the validity of social security information used for credit and criminal checks

Drug Testing (RII does not handle, consult with an attorney)

• Be prepared that a majority of employers will conduct this test
• Employers must test all applicants if they conduct drug testing and do so in accordance with state law
• Drug testing has become a common practice to ascertain the trustworthiness of prospective employees, to avoid workplace injuries and to ensure that hires will be productive employees
• If you have an issue with substances, we recommend consulting with a therapist and/or doctor to assist you | it is very difficult to have a successful career when dealing with these types of issues | it would be fantastic if you are able to take the PROACTIVE APPROACH and get assistance prior to ANY job search endeavor

Lie Detector Tests (RII does not handle, consult with an attorney)

• The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests for pre-employment (check with an attorney in your state and county)
• The law includes a list of exceptions that apply to businesses providing armored car services, alarm or guard services, or those that manufacture, distribute, or dispense pharmaceuticals

Workers’ Compensation Claims History (RII does not handle, work with an attorney if this is an issue)

• Appeals are publicly accessible and may be used if they provide evidence that an injury would make it impossible for a candidate to carry out duties

Credit History

• Many employers consider the credit status of candidates to determine if financial problems might impact their trustworthiness or be evidence of irresponsible behavior
• Employers must secure the consent of applicants and provide access to findings if they are used to screen out an applicant
• The Fair Credit Reporting Act (FCRA) regulates employer investigations into the credit history of job applicants

Sex-Offender Registry Screening (RII does not handle, work with an attorney if this is an issue)

• Employers AND Recruiters seek to avoid hiring or working with individuals who might endanger staff or damage their reputation
• Searches can be conducted through federal and state registries for sex offenders

Motor Vehicle Records Screening

• Most often this type of screening is conducted when employees utilize a motor vehicle to carry out their responsibilities in areas like sales, delivery, and trucking

Skills or Personality Assessments

• These are used to determine if applicants have the right skills or personality for a particular position
• Tests may include multiple-choice tools as well as assessments to evaluate manual dexterity, programming, editing, writing, spreadsheet, word processing, analytical, math or other technical skills

Employment Verification

• Employers often check each of the jobs listed in your resume and applications to make sure that the job title, dates of employment and other details are accurate; your past employers may have policies limiting their response
• Workers in the United States are required to prove their identity and eligibility to work throughout the country by completing an I-9 Employment Verification Form

Supervisor | Reference Interviews

• Employers may ask for written recommendations and/or they may interview your references to assess your readiness
• Many organizations will ask for permission to speak with past supervisors as part of this process

Education Verification

• Employers will often want to verify your degree, major and academic performance prior to finalizing a hire, especially for entry-level jobs
• Candidate must indicate their consent for schools to release records under The Family Right to Privacy Act

When employers conduct a check of your credit, criminal, past employers, the background check is covered by The Fair Credit Reporting Act (FCRA)

RII can Assist & Work with you in Developing a Plan to Present Potential Employers