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The Importance of Background Checks for Jobs in the Financial Industry

When they hire new workers, employers want to make sure they are choosing people who are well qualified. They also want to make sure their employees are honest and will not take advantage of their positions to commit crimes against the business or its customers. Hiring the right employees is especially important in the financial industry, where workers may have access to cash, bank accounts, credit card information, or retirement accounts that they could potentially use to steal and enrich themselves.

Why You Need to Conduct a Background Check on a Job Applicant

If you are a manager at a bank, credit union, financial planning firm, or credit card company and you are thinking about hiring a new employee, you should conduct a thorough background check first. That can allow you to uncover vital information that can let you know if an individual can be relied upon to act ethically or if the person could pose a threat to the business or to your customers.

Criminal Records and Jobs in the Financial Industry

You should conduct a thorough background check before you hire anyone for a new position. This should include a verification of the person’s identity, education, and past employment. You should conduct a check of criminal records to find out if the individual has been convicted of any crimes. You should be especially wary if a job applicant has been convicted of a crime involving theft, fraud, or embezzlement. These are red flags that could indicate that a person may not be trustworthy.

Some employers are willing to give applicants with criminal records a second chance, but federal law may prohibit that in the case of financial companies. The Federal Deposit Insurance Act prohibits federally-insured banks from hiring job applicants who have been convicted of theft, embezzlement, money laundering, or crimes involving dishonesty in order to protect customers and their money. Some financial companies also exclude applicants who have been convicted of other types of crimes.

Why You Should Conduct a Credit Check

You should also conduct a credit check before hiring someone to work with money. A job applicant who is buried in debt may be more inclined to steal than someone who is able to pay bills on time. That is not to say that all people who are in debt are dishonest, but you could be putting your company and your customers’ funds at risk if you hire someone with serious financial problems.

Contact DataCheck for Help with Pre-Employment Background Checks

DataCheck has helped many types of businesses all over the United States conduct background checks on job applicants. If you are planning to hire someone to handle money, you have a responsibility to your company and to your customers to conduct a thorough background check so you can make an informed hiring decision and choose the best candidate possible. Contact DataCheck today to learn more about our background check services.

Will a Background Check Tell You If a Job Applicant Is on Probation?

After being convicted of a crime, a defendant may be put on probation for a period of time. The terms of the probation may require that the person meet certain requirements, such as finding a job and checking in with a probation officer.

Employers want to know if a person they are considering for a job is on probation. They may be concerned that a person who committed a crime in the past may be unreliable, dishonest, or disruptive in the workplace. Some employers are willing to give a person on probation a chance, but most want to be able to make an informed decision.

Types of Probation

A person may be placed on one of several types of probation. Unsupervised probation means the person needs to stay out of further trouble, pay any applicable fines, and possibly attend counseling. Supervised probation requires a person to attend meetings with a probation officer or call often. A probation officer can declare the person in violation if all of the requirements are not met. Intensive probation may have additional requirements, such as a curfew. Pre-trial probation means that the charges will be dropped if the person stays out of trouble for a period of time.

Is a Job Applicant Required to Tell an Employer about Probation?

Depending on the laws of your state, a job applicant may or may not be required to disclose to an employer that he or she is on probation. However, if the person is required to attend frequent meetings with a probation officer during the day, the employer will need to know about the probation, regardless of whether state law requires the employee to disclose it or not.

DataCheck Can Help You Screen Job Applicants

If you are planning to hire a new employee, you will want to know if that person has a criminal record or is currently on probation. You can find out by conducting a thorough background check. It should check records in every state and county where the person has lived to get a complete picture of the candidate’s background.

DataCheck has helped many businesses conduct background checks on prospective employees. We can help you find out if someone has a criminal record or is on probation so you can make an informed hiring decision. Contact us today to learn more about our pre-employment background check services.

Common Mistakes Businesses Make When Conducting Pre-Employment Background Checks

Conducting background checks on job applicants is an essential part of the hiring process. Employers often rush through the process or fail to stay up to date on changing laws. This can lead them to make mistakes. These are some of the most common mistakes employers make when conducting background checks on prospective employees and how you can avoid them.

Not Getting a Job Applicant’s Consent First

An employer is legally required to obtain a job candidate’s written consent before conducting a background check. This must be obtained through a form that tells the candidate that the information from a background check will be used to make an employment decision. Conducting a background check without prior consent is a violation of the law that can have serious consequences.

Not Verifying Key Information

A background check company will be careful to obtain correct information, but sometimes mistakes happen. This is often because multiple people have the same name or there is a mistake in a Social Security number or date of birth. Take the time to verify an applicant’s information before conducting a background check so you can get accurate records.

Not Conducting a Complete Background Check

Some employers only check a national criminal history database. This may not include records from all parts of the country. You should also conduct state and local background checks to uncover potential crimes in an employee’s record.

Employers often check applicants’ criminal and work histories but fail to verify their educational backgrounds. Many job applicants include misleading or downright false information on their resumes, including degrees they did not earn and even degrees from institutions of higher learning that do not exist. A thorough background check should always verify a job candidate’s educational background.

Not Giving an Applicant Time to Respond Before Taking Adverse Action

Before you decide not to hire someone because of information uncovered in a background check, you must notify the candidate and give him or her a chance to respond. The information may be incorrect, or the candidate may wish to provide additional information that may affect your decision.

DataCheck Can Help You Conduct Thorough and Accurate Background Checks

Conducting a background check on a job applicant is necessary, but you need to do it carefully. Mistakes often happen because employers don’t understand the law or try to rush through the process.

DataCheck has helped many businesses all over the United States conduct pre-employment background checks. We can help your company comply with all federal, state, and local laws and obtain correct information so you can make the best hiring decisions possible. Contact us today to learn more.

Should Your Business Conduct Background Checks on Current Employees?

Most employers consider conducting background checks an essential part of the hiring process. A background check on a current employee can provide valuable information that can help an employer make important decisions that will affect the whole company, such as whether to retain, promote, or terminate staff.

Reasons to Conduct Background Checks on Current Employees

Conducting background checks on current employees can improve security by allowing an employer to remove staff who have a history of criminal activity. It can also shed light on why an employee’s job performance has begun to suffer. Conducting a background check can help the employer prevent harm to the business, such as theft or violence. Background checks may also be required for underwriting purposes if an employee uses a company vehicle.

Not all employers want to conduct background checks on current employees. One reason is that they worry that it could harm their relationships with their employees. Another is the price. However, the cost of keeping an employee with a criminal record can be much greater.

How to Conduct Background Checks on Current Employees

If your company wants to conduct background checks on current employees, you need to do it in a way that is fair and not discriminatory. One way to do that is to routinely conduct background checks on all employees every few years. You can conduct background checks at other times if you have reason to suspect an employee may be engaged in illegal conduct.

Employees must give consent to a background check. If an employee consented to a background check during the hiring process, the consent may be indefinite, or in some states an employee may need to sign a new consent form before every background check.

Should You Fire an Employee Based on the Results of a Background Check?

Your company should have a clear policy on what types of records will be grounds for termination. You should provide the employee with the information before a decision to terminate employment is made so the employee can notify you if he or she believes the information is inaccurate or would like to provide additional facts.

Uncovering a current employee’s criminal record will not necessarily be grounds for termination. The employer needs to decide whether the findings are relevant to the business’s needs and the employee’s ability to do the job. The information uncovered in the background check may also be too old to be used as a basis for termination.

DataCheck Can Help Your Business with Employee Background Checks

DataCheck has helped many businesses all over the United States conduct background checks on both job applicants and current employees. Conducting background checks on current employees can help you have a safe and productive workforce. If you would like to check the backgrounds of your current employees, contact DataCheck today to get started.

Background Check Tips for Small Business Owners

If you run a small business, you know that each employee is critical to the company’s success. This is why it is essential to hire the best people possible for each position. One of the ways that you can hire qualified applicants and prevent potential problems is by conducting background checks on prospective employees. Here are some tips to help your small business conduct background checks in an effective and fair way.

Follow a Consistent Background Check Policy

One of the most important things to keep in mind is that the background check process needs to be applied consistently to everyone, regardless of age, gender, race, religion, disability, or any other protected characteristic. A criminal record or financial problem cannot be used as a reason to exclude one person from employment when a similar record is not the basis for excluding another person from a different group. If you apply your background check process inconsistently, you can be sued for discrimination.

Follow Federal, State, and Local Laws

Make sure your company complies with all federal, state, and local laws related to background checks. The federal Fair Credit Reporting Act applies to background checks conducted across the country. Some areas have passed “ban the box” laws that prohibit questions about criminal histories, and others limit the use of credit reports in hiring decisions. Make sure you know the law and follow it.

Get Permission before You Conduct Background Checks

Applicants must be informed about the use of background checks in the hiring process. You must provide them with information on the records to be collected and how that information may be used in decisions related to hiring, promotion, retention, and firing. You must receive written consent before conducting a background check on a job applicant.

Hire a Background Check Company

Conducting a thorough background check requires sifting through records from multiple sources. It can be confusing if several people have the same name or if a job applicant lived in multiple states with different laws. A professional background check company can help you gather all relevant records and make sure you comply with all laws.

DataCheck has helped many small businesses owners all over the United States conduct pre-employment background checks so they could make informed hiring decisions. Conducting background checks can help you choose responsible and reliable employees and can also help you avoid potential negligent hiring lawsuits. DataCheck can conduct thorough background checks and help you make sure you comply with all relevant laws. Contact us today to learn more.

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