International Background Checks for Employment Finding a Reliable Research Company

International background checks are becoming more commonplace in the business world with international boundaries becoming blurred.  Many companies do not know where to begin the process to perform an international background check.  Searching the internet you will find many companies that will offer an international background check for a couple hundred dollars claiming they will return the results the same day.  The old saying if it sounds too good it probably is.  A real international background check will take anywhere from 5 to 15 business days.  When looking for a reliable company to perform your international background checks you will want to take a few things into consideration.

  1. How long has the company been in business?
  2. Where are they located?
  3. Do they provide a business address?
  4. Can you reach the company by phone?
  5. Is the company listed in the internet phone directories?
  6. Have there been any complaints with the BBB?

Once you have verified they are a real company you will want to ask about the sources they obtain their information from.  Never work with a company if they tell you they use a database there is no international database available to the general public that can be accessed to perform an international background check.  The majority of the background check information will come from local police and local courts some countries will have a national repository that will provide a national criminal check using a special release that is provided or approved by the repository.

Available countries and report pricing the company should be able to provide you with a coverage matrix providing the available countries, requirements, average turnaround time, the source information is obtained from and pricing.  If the company cannot provide you with this information this will be a red flag.

After establishing the company is legitimate most companies will have you sign a user agreement this typically does not lock you into any length of time the company will be collecting information to verify your company is who you say you are.  They will most likely want a copy of your business license or papers of incorporation.  Many companies will not provide reports to a home based business or individual.

The last important thing is how do you place your orders and retrieve the results.  Many companies will have online internet ordering.  If the company only works with faxing this can be a problem if you order several reports a week.  Before signing the company user agreement have them walk you through their web ordering site.  You will want to make sure it is a user friendly wizard style ordering platform that you can upload documents such as releases or any required diplomas when verifying education.  Also it will be good to have a status report to review the outstanding orders.

Conclusion: Make sure you are comfortable with the company; perform your due diligence.  Make sure the web ordering website suits your companies’ needs and the customer service is easily reached and responds to your questions and concerns in a timely manner.  Obtaining International background checks should be an easy process.

Global Information Network, LLC / www.searchinfo.com

Employment Background Checks and the EEOC

Date: 09/19/2018

Topic: Employment Background Checks

The Equal Employment Opportunity Commission (the “Commission”) approved, by a 4-1 vote, a revised Enforcement Guidance on the Consideration of Arrest and Conviction Records in Employment Decisions under Title VII of the Civil Rights Act of 1964 (the “Guidance”). This law has already gone into effect.

The revised guidance reflects the EEOC’s long-held position that employers’ reliance on arrest and conviction records may have a disparate impact on individuals because of their race or national origin. Before disqualifying an individual with a criminal record from employment, the Commission emphasizes, employers should engage in an individualized assessment involving a dialogue with that individual. While the Guidance states that employers would not violate Title VII if they disqualify an applicant based on separate federal restrictions on the employment of persons with criminal records, an employer may not defend a decision to disqualify an individual solely on state restrictions on the hiring of persons with criminal records.

The EEOC has stated that there are two ways in which an employer’s use of criminal history information may violate Title VII. First, Title VII prohibits employers from treating job applicants with the same criminal records differently because of their race, color, religion, sex, or national origin (“disparate treatment discrimination”).

Second, even where employers apply criminal record exclusions uniformly, the exclusions may still operate to disproportionately and unjustifiably exclude people of a particular race or national origin (“disparate impact discrimination”). If the employer does not show that such an exclusion is “job related and consistent with business necessity” for the position in question, the exclusion is unlawful under Title VII.

Companies should seek or check with their counsel to review their employment background screening policy. The Equal Employment Opportunity Commission (EEOC) has provided substantial information on their website outlining their stance on the use of Arrest and Conviction Records.

Some of the main points are “disparate treatment” a violation may occur when an employer treats criminal history information differently for different applicants or employees, based on their race or national origin.

Also, “job related and consistent with business necessity”.

Employers will consistently meet this standard, according to the EEOC, if:

The employer validates the criminal conduct exclusion for the job using the Uniform Guidelines on Employee Selection Procedures or

Two, the employer develops a targeted screen considering at least the nature of the crime, the time elapsed, and the nature of the job. This would allow an individualized assessment for those people identified by the screen, rather than a blanket policy, for example, not to hire.

Some Direct Web Links to the EEOC

www.eeoc.gov/eeoc/newsroom/release/4-25-12.cfm

www.eeoc.gov/laws/guidance/arrest_conviction.cfm

www.eeoc.gov/laws/guidance/qa_arrest_conviction.cfm

Global Information Network, LLC. / www.searchinfo.com

Domestic and International Background Check

Employment Background Checks and Social Media

Article Date: 09/14/2017

Employment background checks and social media check yes or no.  In today’s social media world many companies are including a social media check as part of the employment background check.  Some sources are saying to stay away from this kind of background check as it can open the company up to lawsuits however other sources are saying if done correctly go ahead.

The first thing a company should is check their state employment laws to make sure there are no laws on the books to stop them from doing this type employment background check.  For example Maryland Code, Labor and Employment §3-712, effective October 1, 2012. Maryland became the first state to pass a law banning employers from asking applicants for their social media password.

The second State is Illinois, Public Act 097-0875 following is a portion of the act.

b)(1) It shall be unlawful for any employer to request or require any employee or prospective employee to provide any password or other related account information in order to gain access to the employee's or prospective employee's account or profile on a social networking website or to demand access in any manner to an employee's or prospective employee's account or profile on a social networking website.

The downside to using information from the Internet is you do not know if the information is true and correct.  Other issues are you can find out information you do not want such as race, gender and age; that information can be user against the company if they do not hire that individual.  It could be said that you did not hire me due to my age, disability or other factors

If your company decides to include Internet and social media information in your employment background checks the first thing that should be done is to discuss it with your legal counsel.  The people directly involved in the hiring process should not be involved in the research on the Internet.  The hiring decision makers should only review the redacted report that does not include such information that might be used against the company.

DISCLAIMER:

Global Information Network, LLC, articles are provided for informational purposes only. They are not intended to be comprehensive, and are not a substitute for and should not be construed as legal advice. Global Information Network, LLC, does not warrant any statements in the articles. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.