Background Checks

Order criminal background checks directly from the Ovation tool. In the On-boarding section of Ovation, you can order a background check for new employees or others. Ovation will send an email request to perform the background check to the individual for their approval. The candidate will complete the request by providing their social security number and approving the request. When the background screen is completed, you will get the results in an email. If the candidate indicates that they want a copy of the background check results, it will be sent to them automatically.

A criminal background check that includes a Nationwide criminal check, a check against the Sexual Offenders Database as well as the Homeland Security Database and a verification of the validity of the Social Security number given by the candidate costs $20 per candidate. A Motor Vehicle Driving History report of the candidate is also available for $15.00.

Reasons to Conduct a Background Check

A pre-employment background check can not only save you money in the long run, it can also protect your business. How? If your employees come into direct contact with your customers (for example, in a care capacity) and cause harm to a customer, your business can be liable if that employee has a criminal record. A background check can also provide insight into an individual’s behavior, character, and integrity.

Which Types of Background Checks Can and Should You Conduct
There are several background checks that you can consider as you build a profile of a future employee. Not all of them, however, are appropriate or even possible for every company. For example, how you may employ the information gleaned during a criminal background check when making hiring decisions varies from state to state. Furthermore, any check on an individual’s credit score or military service requires consent.

Here are some basic tips to using background checks for hiring decisions:

  • Include a statement in your job application that subsequent discovery of false entries will be grounds for rescinding any job offers.
  • Get the applicant’s permission before you check their background.
  • Give the applicant the option to receive a copy of the results of the background check.
  • Do not base an adverse hiring decision solely on the results of a background check if the nature of the offense is not a hindrance to performance of specific job duties of the position.
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One thought on “Background Checks

  1. Pingback: Onboarding New Hires in the Hospitality Industry | Ovation - Hiring, Background Checks and Onboarding Tool for Business

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