Can an Active Warrant Keep You from Getting a Job?

If you have an outstanding warrant for a misdemeanor or felony, that means you could be arrested for the crime at any time. A warrant can complicate your life in countless ways. If you are searching for a job, it may or may not cause an employer to decide not to hire you.

How an Employer Might Look at an Outstanding Warrant

Many, but not all, employers conduct pre-employment background checks. If an employer conducts a thorough background check, a warrant will most likely come to light. Depending on the nature of the charged offense, the type of job you applied for, the company’s policy, and the supervisor’s discretion, you may or may not be hired.

For many employers, the type of crime you are charged with will be key to the decision on whether to offer you a job. If the job would require driving and you have an outstanding warrant for driving under the influence of alcohol or drugs, an employer would almost certainly not hire you. If a supervisor knew about the warrant and offered you the job, and then you caused an accident that damaged one or more vehicles or injured other people, the company could face a wrongful hiring lawsuit.

If you applied for a job working with vulnerable populations, such as children, senior citizens, or disabled individuals, and you have an outstanding warrant for assault or domestic violence, an employer most likely wouldn’t feel comfortable hiring you. The company’s or organization’s primary concern would be the safety of the people in their care. If you were hired and abused someone on the job, the employer could be sued.

If you have an outstanding warrant for a minor crime, such as petty theft, and the job you are seeking would not give you access to money or credit cards, an employer might be willing to give you a chance. A supervisor might take the view that you are innocent until proven guilty or might think that you would be unable to commit such a crime in the position you applied for and would not pose a risk to the company.

How to Handle a Warrant

If you have an active warrant out for your arrest, hire a lawyer and post bail if required. When you fill out a job application or go for an interview, answer all questions honestly. An employer may be willing to hire you with an outstanding warrant, but you will automatically be rejected for a job if you get caught in a lie.

Check Applicants’ Backgrounds

If you are an employer, you need to make informed decisions to protect the safety and interests of your business and customers. Depending on the nature of the alleged crime, a warrant may or may not be a reason not to hire a job applicant.

DataCheck can conduct thorough background checks to provide you with all the relevant facts you need to make hiring decisions with confidence. Contact us today to learn more.

Background Checking Employment Candidates for a Safer Workplace

It’s the job of every employer to keep their workers safe. It’s not only a responsibility toward workers, but it’s also about reducing liability, keeping productivity high and turnover low.

While no one can see into the future to predict how effective a candidate will be as an employee, background checks can go a long way toward ensuring that employers are doing their best to keep their workplaces safe.

Substance Abuse Checks

According to the National Safety Council (NSC), more than 15 percent of Americans are living with a substance abuse problem. This statistic is alarming for several reasons. For employers, it means that it’s more challenging than ever to keep a drug-free workplace. Many employers perceive the problem is worsening with the advent of legal marijuana in many states.

Drug use by employees or in the workplace can lead to an unsafe environment, a less productive environment and more employee absenteeism and turnover. You have a responsibility to keep all your employees safe, so it’s in your organization’s best interest to hire drug-free candidates.

Criminal Background Checks

When you’re making hiring decisions, it’s critical you have all the information relevant to the position you’re trying to fill. Quality background screening can identify criminal histories that applicants may not be revealing. These screenings help companies to hire the right candidates for their organization and ensure that the candidate won’t put other employees or the company’s assets in jeopardy.

Consider Drug Testing and Background Checks for a Safer Workplace

Drug testing has shown to improve workplace safety and productivity and reduce employer liability. Criminal background checks yield similar results, helping companies ensure that new employees haven’t been convicted of crimes that may be relevant to their job description.

Be Sure to Stay within the Law

Job candidates do have rights, and they may vary from state to state. When you conduct background and drug tests, ensure they’re properly structured and that you’re staying within the boundaries of both federal law and any laws your state may have to prevent you from using certain data against candidates. A professional background check organization can help you with this.

Seek Professional Services

DataCheck, a provider of pre-employment background checks, drug tests and screening services, offers a comprehensive search of the major social media platforms to gain insight into a candidate’s online behavior and appropriateness based on your company’s basic code of conduct and values. The service can help uncover evidence of criminal behavior, unprofessional conduct or lies, and misrepresentation about experience and education. The goal is to prevent the hiring of candidates who aren’t a good fit or who could even be a danger to the company’s existing employees and reputation.

Contact us for more information on the ways DataCheck can help with screening candidates via social media and other means

70% of Employers Are Using Social Media to Screen Candidates

Employers today have a wide variety of screening tools at their disposal. It helps that potential employees, like most Americans, regularly publish information about themselves. More and more companies are using this information – most of it accessible by social media – to pre-check candidates before they put out a job offer.

According to a study conducted by CareerBuilder last year, 70 percent of employers say they are now using social media to screen candidates during the hiring process, and about 43 percent of employers use social media to check on current employees. The goal, companies say, is to ensure that the individual is a good “fit” for the company, and to ferret out any reasons NOT to hire someone.

Employers who responded to the CareerBuilder survey listed the following reasons for pre-screening candidates on social media:

  • Information that supports their qualifications for the job (61 percent)
  • If the candidate has a professional online persona at all (50 percent)
  • What other people are posting about the candidates (37 percent)
  • For any reason at all not to hire a candidate (24 percent)

Professional Screening Services

Checking social media can be a tedious process, however, which is why there is an increasing number of tools and services that can help you use available information – not just social media, but search engines too – to build a better picture of a job candidate and ensure you’ve got the right person.

At DataCheck, we provide pre-employment background checks, drug tests and screening services that include a comprehensive search of the major social media platforms to gain insight into a candidate’s online behavior and appropriateness based on your company’s basic code of conduct and values.

Using our services you can uncover evidence of criminal behavior, unprofessional conduct or lies, and misrepresentation about experience and education. The goal is to prevent you from hiring candidates who aren’t a good fit or who could even be a danger to the company’s existing employees and reputation.

For more information about how DataCheck can help with screening candidates via social media and other means, visit our web site or call 800-253-3394.

What Do Employers Check for on Your Social Media?

When sifting through applications and deciding which people to interview, most employers look at applicants’ social media profiles. It’s become a key element in our everyday lives today. What they find can work for or against a candidate.

Here are some things to think about when it comes to employer social media checks.

How Social Media Can Help You Get the Job

Many employers will look for applicants with a professional online presence, including information about their education and current and past employment that supports statements made in their resume.

Other things they may confirm on social sites is if you belong to a professional association, if you have published articles that are relevant to the position for which you applied, or if you have been praised or quoted by others. Those things could work in your favor. A prospective employer may also use search engines to look for articles about you and your accomplishments, references to volunteer work, and other indications of good character.

How Social Media Can Work Against You

Employers also check social media for any reason not to hire a candidate. Pictures or videos behaving in an immature, reckless or offensive way can work against an employee. Limit use of profanity or discriminatory language, or any comments referring to these types of behavior or to any type of criminal activity as they can get your application rejected. Any comments that indicate that the information included in your resume is false or misleading can also ruin your chance of securing a job.

Using social to reveal confidential information about a current or past employer could also be grounds for rejection of your candidacy.

Things that seem funny or trivial to you could even make an employer question your professionalism. For example, a silly, offensive, or immature screen name could cause an employer to think twice. A large number of posts during normal business hours could make a hiring manager conclude that you don’t take your current job seriously and would not be a reliable employee. Tread carefully.

How to Use Social Media

With all of these reasons that social media could cause you to miss out on a job opportunity, you might be tempted to delete your profiles altogether, but you shouldn’t. Many employers are reluctant to hire someone who isn’t active online at all.

Use your social media accounts to your advantage. Cultivate a professional image by including information about your work, accomplishments, and goals. Before you post any comments, pictures, or videos, ask yourself what a prospective employer might think. If you would be embarrassed to have your parents see something, it probably wouldn’t sit well with a hiring manager either.

Importance of Background Checks

In a competitive labor market, employers need to carefully screen candidates. In addition to checking social media, conducting thorough background checks can help companies identify applicants with criminal records and verify that all information included in a candidate’s resume is accurate.

If you are interested in hiring new employees and want to be assured you’re making a solid choice in an employee, contact DataCheck today. We can help you make informed decisions you’re confident in.

As Face-to-Face Interviews Decline, Pre-Employment Screening is Critical

Let’s face it: nobody likes job interviews. The old hiring standard of bringing a group of people in and asking them a series of sometimes-absurd and irrelevant questions has been under fire recently. Does the job interview really communicate a candidates’ qualifications? Does it serve any purpose except wasting everybody’s time? Are face-to-face job interviews going the way of the dodo?

Possibly, if you believe industry trends. The Wall Street Journal has reported that some employers trying to recruit in the tightest job market in decades are hiring some candidates sight unseen—after just one phone interview. This isn’t generally for high-powered jobs. But the trend could spread from retail and low-level office work into more professions. The reason, according to Peter Capelli, a professor of management at the University of Pennsylvania interviewed by the WSJ, is that most companies are “so bad at interviewing, and the interviews are so full of bias, that it’s not crazy to just ignore them altogether.”

What’s Wrong with Interviews?

Interviewing, it’s felt, only represents a person’s interviewing skills, and few people conduct interviews for their jobs, noted Suzanne Lucas writing for Inc. magazine.

“This job requires that I sit at a computer, analyze information, and write about it in a coherent and entertaining fashion (hopefully with the least typos possible),” wrote Lucas. “An accountant’s job is to make sure that all laws are followed and all numbers balance out. A computer coder’s job is to write clear, clean code. None of these jobs require great interview skills on a daily basis. Someone who is great at interviewing may not be all that great at doing the actual job, and vice versa.”

Interviewing candidates face-to-face is also expensive and time-consuming. Companies are instead relying on applications, resumes, recommendations, and telephone interviews. In some cases, they’re engaging would-be employees in short temporary assignments to test their work capability. They’re also putting research procedures in place to check out potential employees.

Should You Stop Interviewing?

Experts say that while eliminating interviewing altogether may not be in your company’s best interests, they do recommend shortening the process. What they don’t recommend, however, is foregoing the kind of pre-employment checks that can protect your business.

Why Are Pre-Employment Checks Important?

A pre-employment background check company like DataCheck can help you screen your potential employees for the information you need to know before you hire. DataCheck is a full-service background investigation company that specializes in obtaining pertinent information via criminal background checks, past employment, and background history information, and background investigations for DMV history, credit reports, drug screening, and many other issues.

Contact DataCheck via our website or call 800-253-3394 to discuss your employment background investigation needs today.