FAQs
Do you perform background checks for private
individuals?
No, you must be a legitimate business i.e company or corporation, utilizing
our services strictly for pre-employment screening in order to establish
a client account with us. While we don't deny the legitimacy of the needs
of some individuals to request a background check, we will only perform
one for the permissible purpose (as defined by the FCRA and the DPPA)
of gathering and verifying information for the purposes of screening applicants
for hire. It is simply too daunting a task for us to determine on a case
by case basis whether an individual has a legitimate need for this information
as well as the validity of the request.
How do you verify that we are a legitimate business?
There are a few simple steps that we will go through to verify that you
are a legitimate business.
- We will verify that you have a phone listing in the name of the business
or corporation.
- We will require a copy of your business license or filed articles
of incorporation or if you are a Human Resources Director for a company
or corporation, we need a copy of your business card with your title
listed on it. Proof of membership in a Human Resources Associations
such as SHRM or PIHRA will also suffice.
In addition, if you are requesting credit bureau information such as
a social security trace or employment credit report, we will require one
or more of the following:
- Proof that you have been in business longer than one year
- Documentation of business banking references
Which candidates should we screen?
SafeCare recommends that you screen all of your applicants. However, certain
positions require extra caution when hiring, they include but are not
limited to:
- Cash handling positions
- Outside sales reps
- Property managers
- Child care workers
- Elder care workers
- Positions with significant degrees of autonomy
- Positions with fiduciary responsibilities
- Positions where individuals are given access to confidential information
- Positions with significant exposure to the general public
Is it cost effective to screen my employees?
Consider this: The investment in human capital is one of your most important.
Rehiring and retraining for a position costs many times over what one
screening will cost you. The average cost of a new hire in 1996 was over
$4,000.00. A negligent hire lawsuit can easily cost you tens of thousands
of dollars.
Do we have to obtain an authorization from the applicant if we are
only requesting a search of public records?
Yes, the FCRA requires that notification be given to the applicant and
authorization obtained from the applicant prior to a pre-employment background
check being conducted. It does not matter whether we search public or
private records in conducting our investigation.
Please note: SafeCare will not conduct certain searches until we have
a signed authorization form from the applicant on file. This policy is
designed to maintain compliance with the terms of the FCRA.
Do we have to take adverse action if we are not going to hire an applicant
after we have performed a background check?
If you are making the decision not to hire the applicant based on information
that you have learned from a consumer report, then you must take adverse
action. By following the adverse action procedures as defined by the FCRA,
you are minimizing your exposure with regards to legal issues. With our
services, we make it easy for you. Simply fill out an adverse action request
form and fax it in to us. We will send the applicant the pre-adverse action
notice and adverse action notice for you!
Can we screen an applicant after we have hired him/her?
Yes, however, please be advised that you may not have the same recourse
as you would if you screened an applicant before you hired him. The laws
vary by state.
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