Criminal background verification
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For criminal background verification, we follow a rigorous process to verify the criminal history of the employee. Here's an outline of the typical steps involved in criminal background verification
Authorization
Obtain authorization from the employee to conduct a criminal background check. This may involve signing a release form or providing consent through an online portal.
Data collection
Gather necessary information from the employee, including their full name, date of birth, social security number (or equivalent identification number), and any previous addresses or aliases.
Database search
Utilize various databases and sources to search for criminal records associated with the employee, including:
National criminal databases: Access national databases such as the National Crime Information Center (NCIC) in the United States to search for criminal records across jurisdictions.
State and county criminal records: Search state and county court records to identify any criminal convictions or charges filed against the employee.
Sex offender registries: Check sex offender registries to identify any relevant records.
Compliance check
Ensure compliance with relevant laws and regulations governing the use of criminal background checks, such as the Fair Credit Reporting Act (FCRA) in the United States.
Adhere to guidelines for the lawful use of criminal history information and the protection of individual rights and privacy.
Adjudication
Evaluate the relevance and significance of any criminal records found in relation to the employee's job responsibilities and the employer's hiring criteria.
Consider factors such as the nature and severity of the offense, the time elapsed since the conviction, and evidence of rehabilitation.
Compliance reporting
Prepare a detailed verification report summarizing the results of the criminal background check.
Include relevant information such as the types of offenses identified, the dates of convictions, and the jurisdictions involved.
Review & feedback
Provide the verification report to the employer or client for review and feedback.
Address any inquiries or concerns raised by the employer regarding the criminal background check results.
Compliance check
Ensure compliance with relevant data protection regulations and privacy laws when handling and storing criminal background information.
Protect the confidentiality of the information obtained and use it only for the purpose of the background verification process.
Continuous monitoring
Establish procedures for ongoing monitoring of criminal records to identify any new offenses or legal developments that may impact the employee's suitability for the position.
Follow up with periodic checks to ensure the employee's continued eligibility for employment.
Record keeping
Maintain detailed records of the criminal background verification process, including documentation of searches conducted, findings, and communications with relevant authorities.
Criminal background verification
Get call back
For criminal background verification, third-party employee verification companies typically follow a rigorous process to verify the criminal history of the employee. Here's an outline of the typical steps involved in criminal background verification
Authorization
Obtain authorization from the employee to conduct a criminal background check. This may involve signing a release form or providing consent through an online portal.
Data collection
Gather necessary information from the employee, including their full name, date of birth, social security number (or equivalent identification number), and any previous addresses or aliases.
Database search
Utilize various databases and sources to search for criminal records associated with the employee, including:
National criminal databases: Access national databases such as the National Crime Information Center (NCIC) in the United States to search for criminal records across jurisdictions.
State and county criminal records: Search state and county court records to identify any criminal convictions or charges filed against the employee.
Sex offender registries: Check sex offender registries to identify any relevant records.
Compliance check
Ensure compliance with relevant laws and regulations governing the use of criminal background checks, such as the Fair Credit Reporting Act (FCRA) in the United States.
Adhere to guidelines for the lawful use of criminal history information and the protection of individual rights and privacy.
Adjudication
Evaluate the relevance and significance of any criminal records found in relation to the employee's job responsibilities and the employer's hiring criteria.
Consider factors such as the nature and severity of the offense, the time elapsed since the conviction, and evidence of rehabilitation.
Compliance reporting
Prepare a detailed verification report summarizing the results of the criminal background check.
Include relevant information such as the types of offenses identified, the dates of convictions, and the jurisdictions involved.
Review & feedback
Provide the verification report to the employer or client for review and feedback.
Address any inquiries or concerns raised by the employer regarding the criminal background check results.
Compliance check
Ensure compliance with relevant data protection regulations and privacy laws when handling and storing criminal background information.
Protect the confidentiality of the information obtained and use it only for the purpose of the background verification process.
Continuous monitoring
Establish procedures for ongoing monitoring of criminal records to identify any new offenses or legal developments that may impact the employee's suitability for the position.
Follow up with periodic checks to ensure the employee's continued eligibility for employment.
Record keeping
Maintain detailed records of the criminal background verification process, including documentation of searches conducted, findings, and communications with relevant authorities.
Criminal background verification
Get call back
For criminal background verification, third-party employee verification companies typically follow a rigorous process to verify the criminal history of the employee. Here's an outline of the typical steps involved in criminal background verification
Authorization
Obtain authorization from the employee to conduct a criminal background check. This may involve signing a release form or providing consent through an online portal.
Data collection
Gather necessary information from the employee, including their full name, date of birth, social security number (or equivalent identification number), and any previous addresses or aliases.
Database search
Utilize various databases and sources to search for criminal records associated with the employee, including:
National criminal databases: Access national databases such as the National Crime Information Center (NCIC) in the United States to search for criminal records across jurisdictions.
State and county criminal records: Search state and county court records to identify any criminal convictions or charges filed against the employee.
Sex offender registries: Check sex offender registries to identify any relevant records.
Compliance check
Ensure compliance with relevant laws and regulations governing the use of criminal background checks, such as the Fair Credit Reporting Act (FCRA) in the United States.
Adhere to guidelines for the lawful use of criminal history information and the protection of individual rights and privacy.
Adjudication
Evaluate the relevance and significance of any criminal records found in relation to the employee's job responsibilities and the employer's hiring criteria.
Consider factors such as the nature and severity of the offense, the time elapsed since the conviction, and evidence of rehabilitation.
Compliance reporting
Prepare a detailed verification report summarizing the results of the criminal background check.
Include relevant information such as the types of offenses identified, the dates of convictions, and the jurisdictions involved.
Review & feedback
Provide the verification report to the employer or client for review and feedback.
Address any inquiries or concerns raised by the employer regarding the criminal background check results.
Compliance check
Ensure compliance with relevant data protection regulations and privacy laws when handling and storing criminal background information.
Protect the confidentiality of the information obtained and use it only for the purpose of the background verification process.
Continuous monitoring
Establish procedures for ongoing monitoring of criminal records to identify any new offenses or legal developments that may impact the employee's suitability for the position.
Follow up with periodic checks to ensure the employee's continued eligibility for employment.
Record keeping
Maintain detailed records of the criminal background verification process, including documentation of searches conducted, findings, and communications with relevant authorities.
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