1. Why should I do pre-employment background checking? Evidence suggests that up to a third of all applicants lie or distort the truth on their applications. Between 5% and 20% of applicants have a criminal record depending on the industry. If an applicant has had problems with credit, driving, or a criminal conviction, and then does it again after becoming your employee, you may be guilty of "negligent hiring" if you haven't done a background check. Workplace violence and employee theft are also increasing problems for many small businesses. Background checks will significantly reduce your liability in both these areas. Back to top of FAQ page
2. What is "negligent hiring? In general, negligent hiring occurs when you knew or should have known that an applicant had a past record and you did not check for it. It comes up when an employee, or in some circumstances an ex-employee, harms someone else where it would not have occurred except for the fact that this person was your employee. For example, if your employee has access to people's homes and then burglarizes a customer, it may be negligent hiring if that employee had a criminal record that you could have discovered with a background check. Back to top of FAQ page
3. What applicants or employees are most important to check? Those in jobs that involve a high level of trust such as working with children, the elderly, money, driving, and having public contact. Management and executive jobs are important to check due to the amount of responsibility involved. Finally, checking is useful where there are job related license or educational requirements. You should tailor your searches to the specific requirements of the job. Back to top of FAQ page
4. When is it worth running background checks on current employees? For some jobs, such as school bus drivers in New York State, periodic background checks are required. For others it may not be required, but it probably should be. You should do these checks anytime you would have a liability if one of your employees was convicted of a crime, developed a problem paying bills, or with their driving record. Its best not to be caught by surprise. Back to top of FAQ page
5. How much does it cost and what is included? Costs vary depending on the number of data bases that need to be searched and how in depth you want the search to be. A typical background search ranges from $45 to $100. It often pays to spend a little more to be sure you are getting the information you need. The cost is really quite low compared to the liability for not checking. Back to top of FAQ page
6. What elements should I include in in my order? Include the following to the extent that they are job related
8. Is there anything that is an invasion of privacy or potentially illegal about background checking? All searches are conducted using information that is a matter of public record and will only be shared with clients who have a documented "permissible purpose" to use the information under the law (such as pre-employment screening). We can answer questions about the general way in which this information can be used. Specific legal questions should be referred to an attorney. Back to top of FAQ page
9. What is your turnaround time? Two to four days in most cases. More rapid access can be provided in some situations. Very specialized searches can require a week or more. Most of the time, we work by fax to keep turn-around as short as possible. Back to top of FAQ page
10. Is this information available on the internet? Some information is available on the internet if you want to take the time to find it. Before using this information, make sure you read the disclaimers carefully. In our experience, even state agencies sometimes put incomplete or unreliable information on the net. We get most of our information from searchers who go into the locations where records are stored and do their searches there. When we get information on-line, it comes from specialized data bases that are only available with the proper training and a paid subscription. Back to top of FAQ page
11. What happens if the information is wrong? Most of the time, public records information is correct, however, data entry errors, misinterpretations, and incomplete records do sometimes occur. You should always try to get corroborating information before basing an important decision on what you find out. If you decide not to hire someone based on information supplied in a background check, you must give the applicant a copy of the results that influenced your decision and the name, address and phone number of the agency supplying the information. We have forms you can use for this purpose and can provide follow up information on all of our background checks. Back to top of FAQ page
12. What is required to have you conduct a pre-employment background check? Is is simple. All you have to do is complete an order form and fax it to us along with a copy of an applicant release (We can supply you with a blank one). In order to make sure that the proper person is checked, we need a date of birth and/or a Social Security number in most cases. A driver's license check generally requires the license number. The applicant release supplied by Diligent Data Service has space where the applicant can supply this information. Back to top of FAQ page
13. How do I get additional information? Call Diligent Data Service, (518) 399-3069. Ask for Steve Harris.