Social Security Number Verification or Social Trace

This trace is based on the Social Security Number provided by the applicant. It allows us to find all of the names, aliases, the date of birth and all of the addresses associated with that SSN. It does not verify or confirm if a number is valid, but it shows us what jurisdictions to check for criminal records. It is an essential piece in solving the puzzle.

Susie shows us why the SSN Trace is so valuable.

Susie Q shows up at your company applying for a bookkeeping job. She says she grew up in the area, never moved away and has a clean record. Her resume looks great and the two references she presented offer glowing reviews. When your background screening partner runs her Social Security Number they find not only did she spend some time living in a neighboring state, but before she was married she was known as Susie B. This Susie B was convicted of check fraud and identity theft! Without the SSN Trace you would have no idea what a risk sweet Susie Q posed to your company’s wellbeing.

Public Records Searches

Public records are documents or information that is not considered confidential. A marriage license, for example would be considered a searchable public record, as would birth and death certificates. When doing a background check for employment purposes you could be interested in records such as credit records, civil judgements, driving records and several others.

Here’s a list of the most commonly searched public records:

• Sex Offender Registries
  While the National Sex Offender Registry can be searched through the National Criminal Records Database, it is also possible to search each individual state registry. This search will reveal the offense, aliases, the date and state of conviction, current address and current employer.
• Motor Vehicle Records Check (MVR)
  A Motor Vehicle Record is a report of your candidate’s driving history. The information comes from the Department of Motor Vehicles in each state and can usually be accessed instantly. Results include records of violations, convictions, accidents, suspensions and any disciplinary actions.
• Credit Report Check
  A credit report check reviews a candidate’s credit history. Results come from the national credit bureaus and can include payment histories, bankruptcies, judgments, current debt and any liens on the applicant. This search is usually reserved for applicants in positions of financial responsibility like CFOs, auditors and accountants.
• Healthcare Sanctions Report (HSR)
  A Healthcare Sanctions Report identifies candidates that have been excluded from participating in Medicare, Medicaid or other federally funded healthcare programs. This is relevant when hiring doctors, nurses or other healthcare professionals.
• International Homeland Security Search (OFAC)
  The Office of Foreign Assets Control (OFAC) is part of the US Department of Treasury and enforces economic and trade sanctions based on US foreign policy. An international Homeland Security Search determines whether a candidate may be a threat to national security foreign policy or the economy of the United States.
• Workers Compensation Records
  This search finds any workers compensation claims a candidate may have filed. This search is not available in all states and needs to be conducted with full compliance with the American’s with Disabilities Act (ADA).
• Civil Records Search
  This county based search will reveal any civil lawsuits filed against your applicant. Usually this type of suit revolves around someone not fulfilling the terms of a contract. You might find out that your applicant is less than reliable, or that they make a habit of filing lawsuits. This search is usually used to judge someone’s character.

How do I know which type of Pre-Employment Screening services to choose?

The background screening services you select are usually dependent on and determined by the role you are looking to fill. For example, you typically wouldn’t need a Healthcare Sanctions Report (HSR) if you are not hiring for a healthcare-related position. Similarly, a motor vehicle records check may not be needed for someone who will not be driving a corporate vehicle.

How long does Pre-Employment Screening usually take?

Screening time depends on the services you select and how easily the information can be accessed when determining how long a background check takes. The majority of services can be completed instantaneously or within 24-72 hours.

How much does Pre-Employment Screening cost?

A “background check” is a very generic term, and price will vary significantly depending on the types of hires you are making. A standalone database search can cost under $10 while a top of the line, executive background check could run $100+, and everything in between. Your cost will depend on the individual services that are appropriate for your organization to ensure due diligence and mitigate risk. Regardless of your industry and your budget, the cost of a negligent hiring lawsuit far outweighs the cost of a proper pre-employment background screening.

Johnny D. Disagrees

Johnny D applies for a job in the Wingding Factory’s warehouse managing the stock. The company is going through some tough times, since people don’t really need as many Wingdings as they used to. To cut cost, the company decides to cut back on its once aggressive background screening program. They save a few dollars on the front end, but they never find out about Johnny’s violent attack on a co-worker years ago. During a disagreement on the warehouse floor, Johnny lashes out at his manager, landing him in the hospital. Between the workers comp costs and the lawsuit they face once the manager’s lawyer finds out Johnny has a history of violence might be enough to put the factory out of business for good.

Should I include Drug Testing in my Pre-Employment Screening?

A drug test helps identify any illegal substances a candidate may have used or been exposed to. Drug tests may be mandatory in certain industries, and others may be required by company policy. Organizations that staunchly support a drug-free environment may want to include drug testing in its pre-employment screening process.

Can’t I just screen the candidates myself?

We cannot stress strongly enough how important it is to partner with a company with expertise in this arena. Not only are there very strict laws governing how you can access certain information and how you may use it for hiring, but the “do-it-yourself” websites offer only the most superficial look into criminal records. Here are some of the problems with trying to screen applicants on your own:

• Access to Social Security Number traces and other pertinent information is only available to consumer reporting agencies (CRAs).
• The data you find online may not be accurate. Jurisdictions have very different reporting requirements so info available online is often incomplete or out of date.
• Failing to comply with the Fair Credit Reporting Act (FCRA). FCRA compliance is important: not having correct disclosures, authorizations and adverse action policies can lead to lawsuits by the Equal Employment Opportunity Commission (EEOC).