Employment Screening and Background Checking Frequently Asked Questions

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Employment Screening Services Frequently Asked Questions:

1. Why use the pre-employment screening process?
2. How do we do it?
3. Is pre-screening legal?
4. How long does it take?
5. What is the cost?
6. Does my organization risk alienating applicants?
7. What is entailed in setting up a screening program?
8. What if my company needs the information immediately?
9. Why should a firm outsource this service?
10. Why use OnePoint Screening?
11. OnePoint Screening WEB Policy

1. Why use the pre-employment screening process
Employers have become painfully aware of the extreme financial consequences of poor hiring decisions. Pre-employment screening helps to promote a safe and profitable workplace. Pre-employment screening is an effective risk management tool that has proven to significantly reduce the risk of making undesirable choices. Employers typically engage in pre-employment screening for four reasons:

To discourage applicants who may not disclose important information. Simply having a pre-screening program discourages job applicants with a criminal background or falsified credentials.
To eliminate uncertainty in the hiring process. Many employers have discovered the hard way that relying on instinct alone is not enough. Accurate information is also an important part of the hiring process.
To demonstrate Due Diligence. All employers have a reasonable duty of care in the hiring process. This means an employer must take reasonable steps to determine whether an employee is competent for a particular job. For example, if an employer hires a delivery driver without taking reasonable efforts to determine if the driver has a criminal record, it could be found liable if that driver assaults a client. A reasonable background check would have discovered the prior assaults.
To encourage honesty in the application and interview process. Employers find that just having a background program will encourage applicants to accurately disclose their history.

Performing background screenings is certainly not a guarantee that every unsatisfactory applicant will be discovered. Using the OnePoint Screening program demonstrates due diligence on your part.

It is also important to understand that a pre-screening program targets a person's performance in the public aspect of their lives. Items such as a criminal record or previous job performance reflect how a person behaved towards others or carried out his/her obligations or responsibilities. Screening is NOT an invasion of privacy, a sign of mistrust, or an act of "Big Brother".

2. How we do it
Our unique program is integrated seamlessly in the hiring process. After receiving your applicant's written consent, OnePoint Screening searches numerous public and private records, contacts schools, licensing authorities and previous employers and addresses in line with the scope of the requested background check.

3. Is it legal?
All OnePoint Screening procedures comply fully with applicable legal standards. We also handle most of the legal required procedures for employers, such as providing applicants with copies of reports and notices of consumer rights. OnePoint Screening respects the applicant's rights as well as the employer's.

As an additional service, OnePoint Screening will provide an applicant with the appropriate notices of adverse action required by the FCRA when requested to do so by an employer. OnePoint Screening procedures comply with the Fair Credit Reporting Act and other Federal and State laws concerning privacy and discrimination.

4. How long does it take?
OnePoint Screening reports are normally provided in three working days or less in an easy-to-understand written format. OnePoint Screening is not an information broker that simply provides raw data or computer printouts. OnePoint Screening reports highlight and summarize important information. For example, when a firm orders a credit report from Onepoint Screening, we do not simply attach the report. We explain when needed. We will give our client a breakdown of the important facts and highlight items that employers may be concerned about.

In a situation where information is delayed for reasons beyond our control, such as the time it takes for a court clerk to pull a court record, our clients will still receive a written report within FOUR days. The report will indicate the reason for the delay and when the supplement is expected. With OnePoint Screening, a client is never left just hanging.

At the end of the third full business day, OnePoint Screening suggests an employer check the status of an order. If any item is incomplete, check the reason and determine if there is enough information to make the hiring decision. There are five (5) reasons why information is not available; however, there may be enough information to make the hiring decision. The reasons can include:

Distant criminal records may be delayed. No one has control over how long a court clerk takes to provide information.
An employer will not return calls despite repeated attempts or a past employer cannot be located, has no records, has moved, or is no longer in business. OnePoint Screening will make three solid attempts to contact an employer. OnePoint Screening has found that after three attempts it is unlikely an employer will respond.
In the case of school records where the school is closed or on break, verification can only be done by mail or a check is required.
Driver's license checks are sometimes subject to delays and could require additional documentation from the employer; Vermont and Washington states for example.
The date of birth is required to obtain or verify some information that has not been provided. OnePoint Screening will contact you when that occurs.

In addition, orders are processed faster when all information necessary is provided in a legible manner.

5. What does it cost?
A background screening by OnePoint Screening is typically less than the cost of a new employee on just the first day of employment. OnePoint Screening's full services packages are priced at $99.00 to $149.00. An employer may also order just those searches that they need, such as a three county criminal search.

In addition, OnePoint Screening offers REAL BACKGROUND CHECKS. Employers should not be confused by firms that appear to offer screening but take dangerous short-cuts that leave employers exposed.

All services include training, support, and consultations. For Human Resources and Security Departments -- All FULL Reports include:

You deal directly with your OnePoint representative.
OnePoint Screening Set-up of the entire program by OnePoint Screening.
Instant on-line access providing information 24/7 with the click of a mouse.
Easy to read reports with results highlighted and summarized for easy reference.
Human Resources policy notes, where applicable.
All legally required pre or post-notification to applicant in case of an adverse decision. A rejected applicant talks to us!!
OnePoint will handle rejected applicants for an additional fee.
Training, support, consultation, and an HR Help Desk.
Full legal compliance with the Fair Credit Reporting Act (FCRA).
Full seven-year criminal county check for the maximum protection.
For firms ordering individual services from our customer menu services, there may be an additional charge for the FCRA adverse action services described above.

NOTES FOR SPECIAL SITUATIONS AND GOVERNMENTAL FEES:

Prices for court record searches do not include any special access fees charged by some courts. Outside of California, a special disbursement fee may be charged by a state for motor vehicle records.
Prices do not include fees charged by some employers, schools, institutions, data services (such as the "Work Number for Everyone”), or governmental agencies. For non-automated third party fees, such as employment or educational verifications, OnePoint Screening's cost also includes a handling fee. Governmental third party fees for court records or motor vehicle records are passed along at the exact cost imposed by the governmental unit.
For an applicant with a previous name or name change, employers may want to include and Alias Search.
In counties with multiple Municipal or Superior courts, the price quoted is for the central court. Misdemeanor court records are not available in all states.
Retrieval of physical court records is not included. Contact OnePoint Screening to make arrangements for court files.
In case of cancellation prior to report preparation, OnePoint Screening will only charge for expenses incurred.

6. Does my firm risk alienating applicants?
The procedure is non-intrusive and respects your applicants' privacy rights. Good applicants expect to work with qualified co-workers in a safe workplace. Our release form advises your applicant that:

A background check is not only for the benefit of the company as a sound business practice, but also for the benefit of all employees. It is no reflection on the applicant. when all are treated the same.

7. What's involved in setting up a screening program?
As part of the hiring process your applicant signs two release forms that we provide. Simply transmit the two forms to OnePoint Screening with an order form. If the order includes verifying education, professional credentials, or employment references, transmit the application or resume as well. A OnePoint Screening consultant will work with you at your offices to set up a screening program that meets your needs.

8. What if our company needs the information right away?
OnePoint Screening obtains information as quickly as possible. Our philosophy is that all orders are top priority. With the OnePoint Screening online system, requests for information are transmitted instantly and all data is available in real-time, 24/7. In the event of an emergency, contact your OnePoint Screening Customer Service representative.

9. Why should a firm outsource this service?
Pre-employment screening is a time consuming and detailed task that requires highly specialized knowledge and resources. It is also subject to numerous legal regulations. Many firms have found that it is an unproductive use of their time and resources to attempt to perform a service that a specialist can do efficiently and cost-effectively.

Even firms with fully staffed Human Resources or Security departments have found that outsourcing this service is more efficient and allows them to focus on tasks that can only be performed inside the company. Many HR and Security professionals prefer that a background check not be a new employee's first contact with their department. Also, outsourcing this service leaves a more positive feeling with new employees. They are not left with the feeling that confidential information about them is being obtained by others in the firm.

10. Why use OnePoint Screening?
OnePoint Screening equates having your own in-house screening specialists. We make it easy to protect your firm.
We specialize in background screenings and in fact wrote the book on background checks and safe hiring. OnePoint Screening combines human resources, legal, and public records searching expertise to provide your company with fast, accurate, and cost-effective employment pre-screening. We understand that companies need a program that fits seamlessly into their hiring practices. Our focus is in working with Human Resources and Security Departments. Unlike other firms, OnePoint Screening is not just a data gathering service providing computer printouts or raw data. Our reports highlight and summarize our findings for easy reference. We look for "red flags" that may concern an employer. We provide human resources policy notes, where applicable, based upon industry standards. Because the applicants we screen may become your trusted employees, the process is designed to respect applicant privacy.

Furthermore, OnePoint Screening has a full time legal staff to ensure compliance with federal and state laws. Although OnePoint Screening does not give legal services to its clients, OnePoint Screening does ensure that its processes are in compliance with legal requirements. OnePoint Screening was started by an experienced investigator with extensive experience in corporate security and a criminal law attorney with years of experience in criminal investigations.

11. Web Policy
OnePoint Screening does not sell information. However, OnePoint Screening does offer its state of the art Internet reporting system, OnePoint Screeningnet, to its clients. Once a relationship is established with OnePoint Screening pursuant to the Fair Credit Reporting Act (FCRA), an account can be established to allow clients to instantly view their reports on-line, in real time, at any time. Please see More Information about OnePoint Screening On-Line. The OnePoint Screeningnet system strives to protect the privacy and the confidentiality of information.

Because of advancements in Web security, OnePoint Screening can arrange to accept orders on-line AFTER a client relationship has been established. Orders can also be faxed to OnePoint Screening. Completed reports can be faxed, e-mailed, or made available on-line to a secured access area set up for each client. (Note: For security reasons, credit reports and information obtained from credit bureaus are subject to special security procedures. In addition, before receiving a credit report an employer must go though a special procedure, including an on-site inspection of its business premises and verification of a valid business use. Not all employers are eligible to receive credit reports.)

Every background report we provide is done in full compliance with the Fair Credit Reporting Act. See the OnePoint Screening special report titled "Special Report: Complying with the Fair Credit Reporting Act (FCRA) in Four Easy Steps." A signed disclosure and authorization is required. All Employment credit reports require a copy of the signed applicant release be sent directly to OnePoint Screening. In addition, an increasing number of employers and schools are asking for signed information releases as well.

Your OnePoint Screening account representative can assist in setting up an on-line account.