There is a wide range of detail in background checks.You might be looking for a simple credit check.A detailed record of past work history, residences, or criminal background is what you might need.Education, bankruptcy, medical, military, real estate, and employment records are some of the common background checks.Background checks can provide a lot of useful information, even though they take more time and money.
Step 1: Start with an online search.
Background searches are either free or cheap on many sites.Internet searches can return inaccurate or false information.Make sure to verify everything you find.Put quotation marks around the name of the person you are researching.The engine looks for the whole name instead of breaking it up.You don't want "John Brown" and "Jim Smith".It's important to include extra identifying information to make sure you find the right person.
Step 2: You can search the public records.
The public record contains information about arrests, convictions, and incarcerations.There are websites for courts and police departments where you can find relevant documents.Many counties provide online databases, but some still keep public records in hard copy.You can get access to the public archives if you contact the county courthouse.If you want to take with you some documents, you may have to pay a fee.Search for documents in all states where your subject has lived, as well as county and city websites.
Step 3: You should be willing to put in the work.
You have to invest a lot of time to get a complete background picture if you rely on public records.It's not enough to check the courts in every county where the subject has ever lived.You have to look at every county where he has had a run-in with the law, even if he's never lived there.This can be time consuming.
Step 4: You can ask for information from the person.
There are a lot of records (credit reports, school records, military records).They are off limits without the permission of the subject.Asking the person you're researching to give you the information is a good way to get it.You can consider a refusal to give you access to their records when making decisions.If you're considering a new roommate, you want to make sure they pay their bills on time.Before making a decision, ask for a copy of his or her credit report.You can choose not to move forward with the arrangement if the person doesn't give you the information you need.
Step 5: You can hire a professional.
Private citizens can use legal services to do a background check.You can use the internet to find companies in your area.It's a good idea to research the company before you sign on the dotted line.If customers are generally satisfied with their results, then read online reviews.Private companies and citizens can't see all the records law enforcement agencies have.The information gathered by private agencies may not be as reliable.You should beware of scam artists.Don't do business with companies that charge too much.You can find similar services from other companies in the area.
Step 6: Potential employees should be screened.
Background checks are required for many government jobs.Private sector employers don't have to run a background check on potential hires, but it's a good idea to cover your bases.Your new employee's actions may hurt someone, even if they seem honest in the interview.If you didn't do a background check on that employee, you could be held liable for negligent hiring.A background check can help protect your company.Criminal background checks are required for people who work with children, the elderly or the disabled.
Step 7: Follow the laws.
It's illegal to target members of protected classes when you ask potential employees about their background.You can't conduct a background search based on someone's race, sex, nationality, age, disability, or religion.Background checks on Muslim or African American applicants would violate equal opportunity laws.People under 30 would do the same.Background checks may be conducted on everyone who applies to work for you.It is illegal to take action on that information only for members of protected classes.
Step 8: Employees need to sign a consent form.
Current or potential employees can be asked for permission to conduct background checks.New employees in industries with checks must sign a consent form.This will protect you from invasions of privacy and give you permission to proceed.
Step 9: Understand what a consumer reporting agency is.
Federal law requires employers to use a registered CRA if they use an outside agency to conduct a background check.The Fair Credit Reporting Act requires that aCRA follow strict standards for data protection and offer dispute resolution.There are many different types of CRAs.Credit, insurance, employment, or rental history are some of the topics that a CRA might focus on.Before contracting services, research the CRAs carefully.You need to ask about specific services to make sure they fit your needs.
Step 10: Hire an employment screening company.
A special credit report called an Employment Report is provided by this category of CRA.Payment history, prior addresses, and prior employers are included.The subject's credit score is affected by normal credit reports.A request for an employment report has no effect on it.Asking without reason is illegal in some states, so most CRAs don't list credit scores.If the person is handling your money, it is a good reason to request an employee's credit score.
Step 11: There is an investigative consumer report.
Interviews with an employee's neighbors, co-workers, and friends are included in the report.This can show you the subject's reputation in the community and personal characteristics.Ask about it if you can, because only a few CRAs provide this service.
Step 12: There are legal time restrictions for work.
Civil lawsuits, arrest accounts out for collection, and paid tax liens over 7 years old are not allowed by federal law.You won't learn about bankruptcies that happened over a decade ago.If your state allows it, you can request that history be included in your report.Criminal records older than 7 years are protected by a few states.Arrest records are public, but some states don't allow them to be used in hiring decisions.
Step 13: It is legal to use public records.
You can't take public records into account in the hiring process.Workers' Compensation claims can be public records.The Americans with Disabilities Act makes it illegal to use these records in a hiring decision.Unless it's relevant to the position, you can't consider prior bankruptcy in most decisions."Rap Sheets" aren't always public records.Some states only allow access for special cases.Private investigation companies can make their own lists.They can still look for convictions in the public records.
Step 14: Ask past employers.
They can say anything about your potential new hire's past performance.Most companies won't do much more than say that your potential new hire worked there.Don't go into the hiring process unless you get honest, detailed feedback, but use it to evaluate your potential hire.
Step 15: Find online profiles.
There are a lot of personal and social media accounts that are waiting for you.A person's online presence can tell a lot about their life.If potential hires keep their information private, ask for permission to access it.
Step 16: Speak directly to your new hire.
Reporting agencies are not allowed to give many pieces of information.You can always ask your potential new hire for answers.Have you ever been arrested?Even though the past seven years of criminal history can only be reported by the CRA, is an acceptable question.Asking these questions early in the application process can expose you to liability.Allow them to give an explanation and take it into account before making a decision.
Step 17: Get the facts.
A landlord needs to know a potential renter's credit history.You need the prospective tenant's name, address, date of birth, and SSN to check that.numberCurrent employment and wages, cars, work hours, past landlords, and other general information can be gathered at the same time.You might ask about any convictions or arrests.Background checks should be run on all potential tenants.You could be sued for discrimination if you cherry-pick the people you want to research.
Step 18: The potential tenant should sign a consent form.
You cannot run a credit check on someone without their permission.This release should be presented separately from other documents.Make sure applicants are aware that they are signing a consent form.
Step 19: You have to collect a fee.
Credit checks cost money.Most states allow you to collect a fee to cover the cost of running a check.You have to pay it as part of your operating costs.Make sure the person paying for the credit check understands what you'll be doing with the money.It is not a refundable deposit.If you give applicants a discount on the fee, you don't have to scare them away from applying to rent with you.
Step 20: To run checks, you need to be approved.
Anyone can run credit checks.You will need to get approval from the credit bureau or theCRA to be a landlord.Provide them with proof that you own a rental unit.An inspector may be sent to your property to do a site inspection.
Step 21: Request a check.
You can get a credit check from one of the major credit bureaus.You can also work with a third party.You can add a criminal background check and eviction report to your credit report for a fee.In most cases, you don't need anything more than a credit check.
Step 22: The credit report should be analyzed.
It will show late payments on a variety of debts.As a landlord, you want a debt load too high to manage with the applicants income.You should remember that a credit report only has information from the past seven years.There is a "FICO" Score ranging from 300 to 900 in some reports.The higher the score, the better.It is thought to be low-risk if you are above the 600s.You should give a adverse action notice if you reject an application because of information on the credit report.The agency you used to get that report should be contacted by this letter.The agency can provide the information the tenant wants to dispute.If you dispute the information within 60 days, you can get a free copy of the Credit Report from that agency.
Step 23: Don't read the report.
You cannot keep a copy of an application's credit report after you have stopped using it.You should keep them for at least two years because applicants can file a fair housing claim against you.Some states allow fair housing claims to be filed past the two years, in which case you should keep the reports longer.