Easy background screening solutions designed to minimize effort and maximize efficiency.
Managed programs for any organization, regardless of size or complexity.
By employing a concierge-level of service approach, we work with employers to assess and understand specific needs and develop customized pre-employment background screening programs to suit their needs. With AccuSource you will never be forced into a one-size-fits-all plan, requiring you to compromise and make do with a pre-packaged solution. Instead, your organization will be offered multiple options designed to meet your unique requirements and hiring processes. AccuSource’s service is backed by a team of client-obsessed screening professionals, each with the goal of exceeding expectations and making your background screening efforts as easy and accurate as possible.
Pre-Employment Screening Services
[Our healthcare corporation] has used AccuSource to conduct employment background checks since 2002. We are very satisfied with their service. AccuSource has a quick turnaround time and the final reports are professional. In addition to the quality of their service, the employees are very cooperative, friendly, and they add a personal touch to the working relationship between our companies. They respond quickly to questions I have and I feel confident that my requests receive priority attention. I would highly recommend them to any company who desires a professional and competitive firm to conduct employment background checks.Kensett M.
Frequently Asked Questions
What is included in a background check?
A background check during the hiring process can investigate many different aspects of a potential candidate’s past depending on what the employer is looking for. Checking an applicant’s background might include past employment history, education history, credit reports, criminal records, motor vehicle, and license records checks. Each of these services will return unique information specific to the search being done.
Depending on whether the employer is hiring for a particular department or level of management a comprehensive background screening program would take into consideration questions such as: What is the level of risk? Is there a fiduciary responsibility in the job? Is there necessary training or education required? All of these considerations can help an organization decide which aspects of a candidate’s past are relevant and worthy of being looked into.
How far back do background checks go?
The depth of a background check search depends on the type of data returned and the location of that data. Criminal searches may be limited to 7 or 10 years depending on the jurisdiction. Some jurisdictions allow reporting of all available records. Certain searches such as verification of employment, education or professional licenses may not have time restrictions and are defined by the organization requesting the background check.
How long does a background check take?
Typically and background check takes between 1 and 3 business days.The nature and scope of the research can play a large factor in turnaround time. There are extenuating circumstances that can delay a background check.The list below will help you understand what causes delays and how you can help:
- AccuSource has difficulty establishing contact with your former employers or educational institutions.In such cases, AccuSource may ask you to supply a W-2 or additional information to help substantiate the information in your application or resume. Having this documentation handy and providing it quickly will help speed up the process.
- Courts are inundated with request and can be backlogged.
- If an employer is requiring drug testing, A Medical Review Officer may be contact you regarding a sample’s results.
- International background searches might require additional information which can delay the process. International criminal searches and employment of education verification will typically require more time to receive a response.
Who does the background check and how do they get the information?
Most employers know the value and perform some form of employment background check. The employer decides what searches to include in the background checks performed on their potential hires. The type of business or the position to be filled are among the factors which may be considered by the employer in determining what is included in a background check. The risk and budget for any given position or industry helps determine the use of a Consumer Reporting Agency CRA (background company) or performing selected services in-house.
What information is required to run a background check on an employment candidate?
The scope of a pre-employment background check can vary widely from employer to employer. Even the type of position sought and the employer’s industry can impact the breadth of the screening components contained in a specific screening request. The types of services or products contained in each background screening request has a significant bearing on the types of information required to facilitate research.
In a standard criminal history background screen, most Consumer Reporting Agencies (CRAs) begin with a social security trace (SST) or address locator search to identify any previous addresses or alias names associated with the applicant. The applicant’s social security number (SSN) is generally required to conduct this type of search. Additionally, applicants are asked to provide their full legal name, date of birth and at least 7 years of address history. The address history (both developed by the SST and applicant-provided) aids in determining the courts searched for potential criminal records. Most criminal records are indexed by the defendant’s name and date of birth. Once a potential record match is located, additional information is sometimes required to confirm the record match.
Employers often request additional services to meet their specific screening needs. These services commonly include verification of employment and education history, verification of professional licenses, personal and professional references, and driving records. Each type of search has its own set of search data required to ensure a quality result. No two employers are completely alike in their program needs and organizational requisites are ever-evolving.
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