Careful Hiring. Made Easy!^SM

EIS performs hands-on, in-person county courthouse records search or will access official court or state maintained automated criminal records repositories – felony and misdemeanor as available.  If records applicable to your applicant/employee are found, a clear, concise semi-narrative synopsis of case details as to the nature of the offense, date of offense, date charges filed, last recorded court date and final disposition of the case will be reported.  Court records are generally searched back a minimum of 7 years and cases that did not result in a criminal conviction can be reported within the parameters of applicable state laws.

In addition, records of arrest that did not result in a conviction may be reported if state law allows.  Some states allow non-conviction reporting if as an example, the defendant has been charged with a crime and court proceedings are still pending – as in the case of the arrestee being released from custody awaiting arraignment or trail.   Arrest warrant information is also reportable once the status of the warrant has been verified as active.

Industry Notes: Direct, in-person county courthouse felony and misdemeanor criminal record search or direct access to the official records repository is considered best Industry practice.  Records are checked by full name and date of birth and each name is a separate search.  So, job applicants who have adult history under different names such as former name, married name or also known as names (AKA’s), should be checked under aliases as well – in order to maximize thoroughness.

Secondary sources of criminal record information may be employed to broaden the depth and scope of a criminal records search, such as the multi-jurisdiction, multi-state criminal database.  In addition, depending on individual court policies, there may be court imposed record search fees or access fees that will be billed in addition to our base service fee. (This occurs in relatively few cases however.)

Our report to you will indicate the unique personal identifiers that were used to match your applicant to the criminal record, and our experienced screening specialists will review the particulars to ensure maximum accuracy of information reported.

Statewide criminal records search is available in most, but not in all 50 states.  Statewide records repositories are administered by the courts, state police or other designated agency as authorized by state  statute.  Statewide records may be thorough and report all felony and misdemeanor cases, or records could be limited to felony cases only – or felony and serious misdemeanor cases only.  In any event, including a statewide official records search component to your background checks, will significantly enhance the scope of your diligence and could uncover criminal records pertaining to your candidate that would not be found during a county courthouse level record search.

Your EIS representative can explain the variables and record availability parameters for any particular state.

(U.S. District Court Case Filings.) Federal courts have jurisdiction over matters alleging violations of federal criminal statutes or constitutional guarantees e.g. illegal drug or firearms trafficking, terrorist acts, economic espionage, interstate flight to avoid prosecution, wire fraud, mail fraud, civil rights violations, racketeering, taxation matters and much more.

EIS utilizes the Federal Public Access to Court Electronic Records (P.A.C.E.R.) system to check federal district court criminal and civil case information.

Industry Notes: In addition to the above general federal offences, crimes committed in national parks, military installations, federal buildings or on Native American land, typically fall within federal jurisdiction.

A search of the US Department of Justice database of registered sex offenders combined with state-specific registered sex offender index search.  Records will be verified by unique personal identifiers such as full name and date of birth and last known address, prior to inclusion in our background reports.  Photographic verification is often available from this record source.

This database is comprised of hundreds of millions of criminal records sourced from a myriad of municipal, county and state courts and other criminal record sources such as the Bureau of Prisons.  When employed in conjunction with best practices county or statewide criminal court record search, this multi-jurisdictional criminal database will provide a much broader records search parameter.

Industry Note: Due to the inherent limitations of this database, its use should be considered an add-on, supplementary record search and never used as a sole source or primary probe for criminal records for employment screening purposes.  Accordingly, any record found in this database pertaining to a particular individual, will be properly verified by accessing the official records from the originating court before we report to you.  For the nominal fee charged for this search, it offers outstanding enhanced diligence value.  Please ask your EIS representative for more information about this service or see our detailed description in  “Important Information.”

It’s a Small World!

These days, we’re as likely to check criminal records or verify a college degree on the other side of the planet, as we are contacting a former employer just a block from our office.

Employer’s InfoSource can check for or verify criminal records, credit, employment history, education, licensing and more, in over 250 countries and territories.  At the core of our global capabilities, is a network of experienced record search agents on the ground, performing hands-on record checks throughout the world.  Criminal records are searched at the appropriate courthouse, police station or other official designated records repository.  Other verifications such as education and employment are performed via telephone, e-mail or telefax correspondence.

Industry Notes: If you will be ordering foreign country criminal record search, allow for more turnaround time just to be on the safe side.  And be aware, each country, province, territory or court jurisdiction may have varying record keeping methodologies and reporting policies.  Some criminal records may be maintained on a localized district or provincial level, as opposed to country-wide record keeping.  If you currently use international criminal record search services, your background company should report to you exactly what the limitations, scope and breadth of the specific record search was.  Simply reporting “Clear” or “No records” doesn’t begin to give you the complete picture.

Your EIS client services representative will be happy to further discuss international verifications and answer any questions you may have.  Just give us a call or connect here.

Verification of all verifiable employment listed on job application or Resume, will consist of as much of the following information as may be obtainable: Dates of employment, job title, description of duties, salary, job performance, safety issues, attendance, ability to get along with others, re-hire status, reason for leaving and any additional comments offered by employers.

While it is true that the majority of employers typically do not provide comment on many of the aforementioned performance or character related questions, the fact that Employer’s InfoSource is prepared to ask these questions from our questionnaire, demonstrates an active and consistent effort to perform due diligence on your behalf.

An ever growing number of employers are contracting the services of 3^rd party fee-based employment verification services that verify dates of employment, position held and sometimes salary information.  This information is often available immediately to EIS upon system access.

Industry Notes: Verifying employment history provides several levels of hiring carefulness,and some benefits of employment history verification are more obvious than others.  Confirming where your applicant has been employed will also help steer the criminal record search to potentially discover workplace related criminal matters and may also uncover significant gaps in employment not previously disclosed by your applicant.  Knowing that your candidates have not simply fabricated their work history and related experience, more than pays for itself in peace of mind.

Department of Motor Vehicle records provide driving violation citation history, accident information, unresolved traffic court matters or failures to appear in court, traffic convictions, license status (valid, suspended, restricted, revoked) restricted operation limitations, class/type of vehicle authorized to operate, administrative actions and more.

Industry Notes: EIS obtains department of motor vehicle records from state DMV’s pursuant to applicable state regulations. Some state DMV’sprovide a 3 year reportwhileother states report a 7-10 year history.  A few states require a separate state-specific consent/disclosure form signed by your applicant – in addition to the FCRA consent.  DMV record access fees vary from state-to-state.  We will ensure that you are provided with all necessary DMV forms and disclosures.

The social security trace report (SSN Trace), as evolved into the industry’s starting point and essential verification tool.  The SSN Trace provides an immediate and independent cross-check of key applicant identity factors which is at the core of a background check.  Validating the SSN, the year it was issued, the state of issue, various potential identity fraud indicators/warnings, and a chronology of the applicant’s residential addresses history – which is necessary to determine what criminal court records to check.

The information contained in the SSN Trace report is a product of combined sources including the USPS address change/forwarding, credit bureau name and address headers, public utility records and other public or quasi-public records such as voter registration.

Industry Notes: The SSN Trace is not a product or service of the Social Security Administration and is utilized for its probative value and not as a definitive standalone screening verification report.  Therefore, no part of a hiring decision should be made based on the SSN Trace report. Any perceived discrepancies or concerns derived from anything contained in the SSN Trace, should be researched separately and verified through more direct means – such as visual verification of the applicant’s social security card.

[The core purpose of using the SSN Trace (when crossed-checked with applicant furnished information), is to confirm that we are most likely doing a background check on the person who we believe we’re doing a background check on and that their address history generally corresponds with their life-sphere and Resume and verified employment history.  There are typical (normal) and non-typical (unusual) SSN Trace results, and trained background screeners are aware of the various nuance that can signal a need for further scrutiny and verification.]

Employment Credit Reports are particularly useful for evaluating candidates for fiduciary, managerial and executive positions and where high-value proprietary information, equipment access or cash handling will be involved. The Credit Report helps you access the candidate’s financial responsibility by showing comprehensive credit history. By revealing potential patterns of inability to meet obligations, this report can also help you in identifying those applicants who may be experiencing financial distress — which can conceivably translate into workplace issues.

Specifically formatted for employment evaluation purposes, the Trans Union Employment Credit Report reflects your candidate’s approximate debt load, monthly financial liability, repayment patterns, collection activity (including NSF Checks) and presents a general overview of your applicant’s financial status. It can also provide public information pertaining to civil judgments, tax liens, foreclosures and bankruptcy. Additionally, previous employment, other names used and former addresses may likely appear as well. As an employment report, the candidate’s date of birth and credit account numbers have been suppressed.

Industry Notes: 10 states have enacted laws that place certain limitations on the use of credit reports for employment evaluation purposes. California for example, has identified 10 specific basis under which an employer may obtain and evaluate a job applicant’s credit report, while also requiring that specific written disclosures are made to the job applicant. Other states may require general or specific job relatedness in order evaluate job applicant credit reports. Your EIS client service professional will be pleased to provide additional guidance regarding credit reports.

Verification of any verifiable high school, college or university attendance and degree attained. Pertinent dates of attendance and course major and GPA will be reported as available.  Normally, the highest degree claimed by the applicant will be verified, although we are happy to meet our client’s special verification preferences.

Industry Notes: A growing number of schools are employing 3^rd party, fee-based verification services that provide degree / attendance verifications on behalf of the school.  EIS routinely works with 3^rd party verification sources and the information they provide is typically available immediately.  In addition, EIS remainsmindful of phony “diploma mills” andschools of questionable accreditation.  Various suspect indicators will trigger additional verification scrutiny.

Verification of any verifiable professional, occupational license or certificationin the healing arts, accountancy, aviation, law, teaching, transportation, property management, real estate, security and more.

Industry Notes: EIS will generate and coordinate required correspondence with appropriate licensing agencies, organizations or custodian of records.  Employers using this service should provide license or certification type and number as available.  In some international verification scenarios, the licensee must be involved in the process.

Typically, professional references are people who have worked directly with or have supervised your candidate and should have personal knowledge of the candidate’s general character, professional abilities and general reputation.  We will contact candidate furnished professional references and interview them with respect to their specific knowledge of the candidate’s professional qualifications, general demeanor and pertinent work product competence such as: decision making ability, problem solving ability, managerial and communicative skills.  We also incorporate questions pertaining to honesty, trustworthiness and any concerns relating to temperament, safety, sobrietyand violence.

Before concluding the interview, we give each reference an opportunity to provide any additional information regarding the candidate that they believe could be of interest to a prospective employer.  We will also use client provided questions or questionnaires upon prearrangement.  Our professional reference questionnaire consists of 19 questions and is available to our clients for review or modification as desired.

Personal references are close friends who know the candidate well.  Interviews focus on the reference’s personal knowledge of the candidate’s personal characteristics suchas honesty, personal integrity, reliability, and general demeanor.  Other questions seek to gain insight into temperment issues or possible propensities for violence.  Our personal reference questionnaire consists of 12 questions.

Industry Notes: The responses to these reference interviews result in subjective personal opinions that may be positive or negative in nature.  The effort to contact references and ask specific,relevant questions in a consistent manner, demonstrates additional pre-employment diligence and can result in additional insight into your applicant’s suitability for the position under consideration.  Background checks that solicit personal, subjective opinions about job applicants, are defined as “Investigative Consumer Reports” under the FCRA, and require specific statutory disclosure language in the consent form.  Our consent forms contain the required disclosure language.

This database search meets the requirements for screening by the Office of Inspector General’s Healthcare Compliance Program with information from the following sources:

OIG (Office of the Inspector General)

GSA (General Services Administration)

FDA (Federal Drug Administration)

DEA (Drug Enforcement Administration)

Tri-Care (Formerly CHAMPUS)

Along with our industry leading employment screening services, EIS provides country clubs with best practices membership applicant verifications that can include credit reports, criminal record checks, name& address history verification, employment history verification, personal reference interviews and more.  We have been providing prestigious country clubs with custom tailored employment and membership background screeningsand attentive service for over 2 decades.

Whether it’s for purposes of assimilating with wealth or gaining access to members and their vulnerabilities, some people are attracted to the country club environment for questionable or even nefarious reasons. Naturally, protecting your members, your brand’s imageand public reputation is absolutely essential.

Let EIS extend our 25 years of applicant background verification experience to your club’s unique needs. Typical fees range from $29.00 to $59.00 per applicant, depending on scope of services requested. Credit reports $15.00 or less, based on volume. Connect with EIS today for complete details.