Employment Background Screening

You should run background checks to help keep your clients, your employees and your business safe. You worked hard to build your business and your reputation, don’t let one bad apple spoil it.

The industry standard is to perform background checks on contingent job offer and not before. A large factor in this is that over 40 local jurisdictions across the US utilize “ban-the-box” initiatives to eliminate employment barriers for qualified job-seekers with criminal backgrounds. Many ban-the-box laws prohibit inquiries about criminal history on job applications and prevent use of a background check until the final stages of hiring. In addition to pre-hire background checks, the industry best practice is to perform background checks upon promotion or transfer from one job class to another with different requirements.

The Fair Credit Reporting Act (FCRA) sets the standards for screening for employment. The FCRA defines a background check as a consumer report. Before an employer can get a consumer report or run a credit check for employment purposes, they must notify you in writing and get your written authorization. A & B will supply you with the correct forms.

 

What can you check for;

  • Social Security verification

  • County and Federal Criminal

  • Sex offender registry

  • Credit report

  • Driving record

  • Education verification

  • Employment verification

  • Personal & professional references

Prices vary with each state, county and agency. The more locations a candidate has lived will add to the cost of the background report.

Customize your own package.   

Why should you use A & B for your background checks? Isn’t this public information? A & B works with companies affiliated with NAPBS – National Association of Professional Background Screeners.

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