Did you know that if you have bad credit, you could possibly be turned down for a job? That’s what happened to Jack. He had been out of work for two years, due to a severe automobile accident in which he nearly lost his life. This accident and subsequent long recovery period caused him to not only lose his previous job, but also to accumulate a large stack of medical bills which he could not pay, as he had no job and therefore, no insurance. Things had begun to look much better in Jack’s life. He had applied for, and was offered, a great job with a well-known company that would pay him $20,000 more yearly than he had earned before his accident. He was on top of the world at the idea that he would once more have the job stability that he craved. He signed the paperwork agreeing to a background check, never realizing that he was also signing away his chance at the job he wanted.
Jack was heartsick when he received a letter telling him that the job offer had been withdrawn. The letter went on to say that he was considered a poor security risk because of his financial situation, and was unsuitable for the position. This just didn’t seem fair to Jack. But increasingly, employee recruiting managers of companies large and small are using credit information to help them choose the right person for a job.
The idea behind using a credit report for job criteria is simple. Employers believe that if a person is having money problems, they would be more apt to steal from a company or be bribed with cash by an outsider who wanted access to company secrets. They feel it would be too tempting for a person who needed money to work around money or any valuable that could be sold. Jobs such as a bank teller position, jewelry or electronics salesperson, or a retail cashier are all the type of employment that could be affected by a poor credit rating. Financial executives, such as people who work in accounting or with brokerage firms are also under close scrutiny.
Your credit report can come back to haunt you even if you already have a job. Any employer can legally require you to agree to a background check even if you have been working for a company for a decade. If during the course of your tenure with the company, you have been evicted from your apartment, had your car repossessed, or had any bill you owe turned over to a collection agency, don’t be surprised if you find yourself unemployed or turned down for that big promotion you were up for..
If your credit information is going to be used by a company to deny you a job or fire you from your current job by law they must first inform you of their decision and give you a copy of the report. You should also have your rights explained to you. Once whatever action the company takes against you is official, you must be told which company they obtained the information from. This is to give you a chance to dispute what is in the report.
But, what if the information in your credit report is incorrect? Suppose you have been the victim of identity theft, and have a lot of unauthorized charges that you have been working to have cleared from your records? You should have a fraud alert placed on your credit report to alert employers to the fact that this information is there through circumstances beyond your control.
It can be a struggle to get your credit report clear no matter what circumstances led to it becoming less than perfect. But, it’s worth whatever time you have to spend on the matter in order to ensure that you won’t have problems when the time comes for a promotion, or when you have begun the search for another job.
Contact: http://www.bcpro.net/
Saturday, December 22, 2007
Mississippi Employment Background Checks
There are several options available for those who are seeking a Mississippi employment background check. For a small fee, companies are able to get detailed information about any person that they are considering for employment. Professional background check services can take such simple information as a name, address, date of birth, and Social Security number, and pull up credit reports, search the databases for criminal and sex offender records, check Workers Comp records, and many other forms of information. This can provide an employer with the information he needs to make an informed hiring decision.
Taking the time to have a comprehensive background check performed can save your company quite a bit of money when you think of the legal costs associated with the lawsuits that could crop up if you hired someone with a criminal record. You do not want to expose your employees or the reputation of your company to any sort of problems or risks. A Mississippi employment background check can give you peace of mind, and help you to avoid making a hiring mistake.
The technology behind employment background checks is amazing. A reputable company can get the information that you need quickly, accurately, and efficiently. After all, this is their specialty, and they pride themselves on a job well done. They have access to civil and criminal records, federal records, credit reports, and a host of other information that insures that whatever facts you are seeking about a job applicant will quickly come to light. Once someone who applies for a job with your company, they will have to sign a consent form. This will give you permission to look into the past of this person, and discover whether or not they have anything in their past that might be detrimental to the position they are seeking with your company.
In the course of a Mississippi background check, you can also request permission from the job applicant to speak with his business associates, friends and neighbors. This is known as an investigative consumer report. You can also ask to see someone’s medical record if for some reason you feel that it is necessary. Of course, you will also have to obtain permission from the applicant to do this.
In fact, once someone gives you permission to check into their background to determine whether or not they are a good match for your company, there are many avenues that a reputable employee background check service can take. They can search driving records, get a credit report, check educational records, military records, or Worker’s Comp records in their quest to bring your company all the facts. One of the reasons for being so through is the high percentage of applications that contain false information.
Job applicants will sometimes fill out an application with false or misleading information in the hope of making themselves look better to a potential employer. They will get a little creative with the scope and depth of their education and grade point average, their job history, including their salary and the number of years they have held down a certain job, and will leave out pertinent information such as a past criminal offense, whether or not they have ever been accuse of being a sex offender, or any negligent hiring lawsuits they may have been a part of. You must be very careful to get accurate information about any potential employee, especially if you are hiring someone who will be working with children, the disabled, or the elderly. Federal and state requirements are in place for these types of jobs, and you want to avoid the hassle of not meeting these requirements when you have a business that involves these groups.
A Mississippi employee background check can help you find and hire people who will benefit your business. Don’t make the mistake of trying to build up your staff without this essential tool.
Contact: http://www.bcpro.net/ or e-mail at mail@bcpro.net.
Taking the time to have a comprehensive background check performed can save your company quite a bit of money when you think of the legal costs associated with the lawsuits that could crop up if you hired someone with a criminal record. You do not want to expose your employees or the reputation of your company to any sort of problems or risks. A Mississippi employment background check can give you peace of mind, and help you to avoid making a hiring mistake.
The technology behind employment background checks is amazing. A reputable company can get the information that you need quickly, accurately, and efficiently. After all, this is their specialty, and they pride themselves on a job well done. They have access to civil and criminal records, federal records, credit reports, and a host of other information that insures that whatever facts you are seeking about a job applicant will quickly come to light. Once someone who applies for a job with your company, they will have to sign a consent form. This will give you permission to look into the past of this person, and discover whether or not they have anything in their past that might be detrimental to the position they are seeking with your company.
In the course of a Mississippi background check, you can also request permission from the job applicant to speak with his business associates, friends and neighbors. This is known as an investigative consumer report. You can also ask to see someone’s medical record if for some reason you feel that it is necessary. Of course, you will also have to obtain permission from the applicant to do this.
In fact, once someone gives you permission to check into their background to determine whether or not they are a good match for your company, there are many avenues that a reputable employee background check service can take. They can search driving records, get a credit report, check educational records, military records, or Worker’s Comp records in their quest to bring your company all the facts. One of the reasons for being so through is the high percentage of applications that contain false information.
Job applicants will sometimes fill out an application with false or misleading information in the hope of making themselves look better to a potential employer. They will get a little creative with the scope and depth of their education and grade point average, their job history, including their salary and the number of years they have held down a certain job, and will leave out pertinent information such as a past criminal offense, whether or not they have ever been accuse of being a sex offender, or any negligent hiring lawsuits they may have been a part of. You must be very careful to get accurate information about any potential employee, especially if you are hiring someone who will be working with children, the disabled, or the elderly. Federal and state requirements are in place for these types of jobs, and you want to avoid the hassle of not meeting these requirements when you have a business that involves these groups.
A Mississippi employee background check can help you find and hire people who will benefit your business. Don’t make the mistake of trying to build up your staff without this essential tool.
Contact: http://www.bcpro.net/ or e-mail at mail@bcpro.net.
Tuesday, December 18, 2007
Employment Background Checks, What & Why
These days, it doesn’t matter whether or not your business is large or small – employment background checks are vitally necessary in order to avoid potential lawsuits and the expenses caused from hiring the wrong person. Not so long ago, one could get by with simply checking the references a potential employee listed on their job application, probably by making a phone call or two. This was the only type of screening that was common then. Times are just not that simple anymore!
So many things have happened to change the business world – it’s a whole new ball game out there. Employers are checking out job applicants, and even employers who have worked for their companies for many years to make sure that these people have nothing going on in their private life which could affect their company in a negative way. A background check is probably the most popular way to do this. It’s easier to check out a potential employee before they are hired than it is to have to confront a long time employee with a discovery you have made about their past or current history.
Statistics show that around 96% of companies in the United States choose to do employment background checks, up from 66% in 1996. The reason for this sharp percentage rise is the fact that most companies are quite leery of lawsuits. They are learning that they can be held responsible for the behavior and actions of their employees, and can be taken to court because of them. It just makes good business sense to check out any and all job applicants so that you can make certain that they do not have a criminal record, any accusations of business fraud, or child molestation charges, among others.
There are many laws and rules which govern the process of employment background checks. The Fair Credit Reporting Act states that your business must have each employee sign a form called a disclosure form. By doing this, they are giving you permission to have a background check performed. If a new job applicant refuses to sign such a form, it’s a safe bet that he or she has something to hide. The Americans with Disabilities Act states that employers cannot use any person’s medical information in deciding whether or not to hire them. An employer is not even allowed to ask someone about any disability, visible or otherwise, that they may have. This rule is for businesses that have fifteen or more employees.
Generally, an employment background check can and does reveal a lot of personal data about a person. Information such as social security numbers, criminal records, college and other educational records, driving records, credit records, facts gleaned from neighbors or friends of the applicant, and a person’s worker’s compensation record is very useful in determining whether or not a candidate is right for the job in question.
There have been instances where identity theft has caused someone to have false information attributed to them via a background check... Most businesses do want to be fair when assessing job candidates, and therefore should strive to use a reputable background check company to gather this information for them, instead of trying to do the background checks themselves in order to save money.
If after reviewing someone’s records, an employer feels that it would not be in the best interest of the company to hire this person, the Fair Credit Reporting Act requires that an “adverse action notice” be sent to the person. It must give them full information about the company that was used to perform the background check. The notice will state that the background check company did not make the hiring decision; rather, the employer did after receiving the personal information about the job applicant.
Anyone who is turned down for a job, and receives an adverse action notice, has the right to dispute the damaging information revealed in the background check, and can actually receive a copy of the report to see just what it contained. However, if a business decides to conduct a background check in-house, and does not hire an outside company to run its background checks, then it is not required to get the consent of the job applicant. This is one way for a business to miss out on hiring good people. A professional company can do a much more through job of investigating. This is their specialty, and it is well worth the small fee they charge to insure that your company has accurate and up to date information needed to make the right choices in personnel.
Contact: http://www.bcpro.net/ or e-mail at mail@bcpro.net.
So many things have happened to change the business world – it’s a whole new ball game out there. Employers are checking out job applicants, and even employers who have worked for their companies for many years to make sure that these people have nothing going on in their private life which could affect their company in a negative way. A background check is probably the most popular way to do this. It’s easier to check out a potential employee before they are hired than it is to have to confront a long time employee with a discovery you have made about their past or current history.
Statistics show that around 96% of companies in the United States choose to do employment background checks, up from 66% in 1996. The reason for this sharp percentage rise is the fact that most companies are quite leery of lawsuits. They are learning that they can be held responsible for the behavior and actions of their employees, and can be taken to court because of them. It just makes good business sense to check out any and all job applicants so that you can make certain that they do not have a criminal record, any accusations of business fraud, or child molestation charges, among others.
There are many laws and rules which govern the process of employment background checks. The Fair Credit Reporting Act states that your business must have each employee sign a form called a disclosure form. By doing this, they are giving you permission to have a background check performed. If a new job applicant refuses to sign such a form, it’s a safe bet that he or she has something to hide. The Americans with Disabilities Act states that employers cannot use any person’s medical information in deciding whether or not to hire them. An employer is not even allowed to ask someone about any disability, visible or otherwise, that they may have. This rule is for businesses that have fifteen or more employees.
Generally, an employment background check can and does reveal a lot of personal data about a person. Information such as social security numbers, criminal records, college and other educational records, driving records, credit records, facts gleaned from neighbors or friends of the applicant, and a person’s worker’s compensation record is very useful in determining whether or not a candidate is right for the job in question.
There have been instances where identity theft has caused someone to have false information attributed to them via a background check... Most businesses do want to be fair when assessing job candidates, and therefore should strive to use a reputable background check company to gather this information for them, instead of trying to do the background checks themselves in order to save money.
If after reviewing someone’s records, an employer feels that it would not be in the best interest of the company to hire this person, the Fair Credit Reporting Act requires that an “adverse action notice” be sent to the person. It must give them full information about the company that was used to perform the background check. The notice will state that the background check company did not make the hiring decision; rather, the employer did after receiving the personal information about the job applicant.
Anyone who is turned down for a job, and receives an adverse action notice, has the right to dispute the damaging information revealed in the background check, and can actually receive a copy of the report to see just what it contained. However, if a business decides to conduct a background check in-house, and does not hire an outside company to run its background checks, then it is not required to get the consent of the job applicant. This is one way for a business to miss out on hiring good people. A professional company can do a much more through job of investigating. This is their specialty, and it is well worth the small fee they charge to insure that your company has accurate and up to date information needed to make the right choices in personnel.
Contact: http://www.bcpro.net/ or e-mail at mail@bcpro.net.
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