It is the first responsibility of every citizen to question authority. – Ben Franklin
A few weeks ago, the hot topic was employers asking for personal passwords and logins for Facebook and other social media tools to snoop on an applicant.
This past few weeks more – Reports are surfacing of job seekers being denied or being disqualified from jobs because of information obtained by an employer through a background check, perhaps provided through a third-party service, that contains faulty information. It is happening frequently and job seekers need to protect themselves from this as much as possible.
It appears that the problems is with public records that are provided, for a fee, to services and employers conducting background checks on potential employers as well as credit reports may contain incorrect information. Services and employers can purchase this information from public sources – State criminal records systems, municipalities etc. – and as we understand there are inaccuracies which may be detrimental to an applicant.
This is nothing new. Background checks have been conducted for many, many years. Oftentimes they were limited to positions in law enforcement, protective & child services or other roles where people may be placed in roles in contact with others such as these. This was expanded to include credit checks to determine certain characteristics and then expended to include educational verification.
It now is expanding to most any position in any industry as employers are required, under the fear of liability, to fully vet new employees and uncover any potential issues beforehand and before an incident, which has been happening. The information that is being request and viewed can be extensive and include:
• Driving records
• Vehicle registration
• Credit records
• Criminal records
• Social Security no.
• Education records
• Court records
• Workers' compensation
• Bankruptcy
• Character references
• Neighbor interviews
• Medical records
• Property ownership
• Military records
• State licensing records
• Drug test records
• Past employers
• Personal references
• Incarceration records
• Sex offender lists
… and given the position, maybe more.
So what can you do to protect yourself?
Five suggestions:
• If you have or suspect there may be a criminal history of some sort in your record, request a copy of it and be sure it is accurate.
• Check your credit record and monitor it. You can request a free copy of your credit record from the major providers. Question inaccuracies.
• Be absolutely certain that you provide the right data when requested to do so for a background check. Be sure education dates are right, addresses etc.
• Monitor what is posted about you on the Internet and especially through social media (Facebook etc.) services.
• Protect your identity at all times as there are cases where those with similar sounding or spelled names are mistakenly identified, or of course, cases of identity theft.
Can you see what is reported?
Sadly likely not with the exception of a credit record report. Employers are not obligated to share this info and for liability likely would not do so upon request. So, your personal due diligence is paramount.
Will this go away?
Likely not as well. The laws are so conflicting, and the stakes high to an employer charged with a negligent hiring lawsuit. So, better clean up your house and keep it tidy.
Honesty – always the best policy. And thank you for reading this. - Dan
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24 years providing career management services in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
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