With today's technology, it is not too difficult for job applicants to deceive potential employers with bogus employment histories and educational backgrounds on their resumes. In order to combat these deceptions, many businesses make it a regular practice to formally screen the facts presented to them. When they do so, they must follow all applicable laws and regulations. The employment background screening Valdosta GA companies do must be conducted very carefully.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
If you are going to investigate an applicant's history, you have some obligations to them. They must be made aware that the research is going to be done. This requires their signature on a paper that is separate from the job application. If you decide not to hire the person applying, you must give them that information. In most states, that individual has the right to see the report that was generated.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
Most parents would not consider hiring a nanny or babysitter without checking the prospective worker's credentials. This is also true of people who have in-home assistants, housekeepers, and gardeners. Companies who employ independent contractors, have the right to investigate their backgrounds and experience as well.
Employers have the right to do investigations of the workplace if they suspect there has been some wrongdoing. If you think an employee may have broken state or federal laws or violated company policy, you may conduct private screenings without the knowledge of the worker in question. If you do find evidence of misconduct, you can contact authorities or any regulatory agencies, if the case warrants. You are not required to give the discharged employee a copy of this report.
Companies that decide to do their own screening, must comply with all federal and state laws. Failure to do so could land them in court defending their actions against the word of a former employee or a government agency. Relying on online sites that advertise services promising to provide relevant background documents should usually be avoided. They are not always a reliable source of information. Free services are available to assist with compliance.
There is absolutely nothing wrong with a company verifying the information about a potential employee. If the person in question is not willing to have you look into his or her background, you may want to think twice before hiring.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
If you are going to investigate an applicant's history, you have some obligations to them. They must be made aware that the research is going to be done. This requires their signature on a paper that is separate from the job application. If you decide not to hire the person applying, you must give them that information. In most states, that individual has the right to see the report that was generated.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
Most parents would not consider hiring a nanny or babysitter without checking the prospective worker's credentials. This is also true of people who have in-home assistants, housekeepers, and gardeners. Companies who employ independent contractors, have the right to investigate their backgrounds and experience as well.
Employers have the right to do investigations of the workplace if they suspect there has been some wrongdoing. If you think an employee may have broken state or federal laws or violated company policy, you may conduct private screenings without the knowledge of the worker in question. If you do find evidence of misconduct, you can contact authorities or any regulatory agencies, if the case warrants. You are not required to give the discharged employee a copy of this report.
Companies that decide to do their own screening, must comply with all federal and state laws. Failure to do so could land them in court defending their actions against the word of a former employee or a government agency. Relying on online sites that advertise services promising to provide relevant background documents should usually be avoided. They are not always a reliable source of information. Free services are available to assist with compliance.
There is absolutely nothing wrong with a company verifying the information about a potential employee. If the person in question is not willing to have you look into his or her background, you may want to think twice before hiring.
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