An employer may decide to handle a background check on prospective remote IT workers independently for varying reasons. However, most employers prefer engaging the assistance of background check service providers so that they can handle other, more important tasks. Some employers outsource background checks because they wish to avoid all the legal issues associated with the process. Whatever the case, a company that wishes to outsource pre-employment screening of its prospective workers can rely on reputable and dependable background screeners available in the market. Of the utmost importance is to identify one capable of delivering the expected outcomes efficiently and effectively. In this post, we seek to find out who are background check service providers for IT remote work candidates – types, their names, and the services they offer. We will also examine the factors an employer should consider when hiring an outside firm to perform background checks on potential remote IT hires.
Types Of Background Checks Service Providers
Background screening collects and verifies a person’s information or records from public and private sources. A background check is useful in employment because it allows the employer to check a candidate’s criminal record, education, employment history, motor vehicle records, credit history, and other information capable of informing an employer’s decision when determining if a candidate is fit for the job.
The ever-growing digitization of citizens’ public records, such as driving licenses, educational certificates, tax data, police records, and court judgments, enables speedier and highly reliable background checks for job applicants. A person’s background check is usually performed when they apply for a job and are being considered. Nevertheless, the employer can do a background check anytime they deem appropriate. The frequency and the purpose of background checks usually vary from one company, industry, and country to another. The methods of undertaking these background screens also vary. It could range from comprehensive database searches to simple personal references.
Here are the three main reasons organizations perform background checks before hiring a candidate for a remote IT worker.
- Trust and transparency – remote IT positions entail a level of risk for the organization, especially where the employee will be interacting with the organizational clients. As such, they must ensure that the job candidate they hire is trustworthy and capable of safeguarding private and secret organization data and information. A background check reveals if a job candidate is trustworthy and transparent.
- Legal compliance – An employer must pursue legal compliance by all means during recruitment and selection. Doing so helps in mitigating lawsuits associated with negligent hiring and wrongful termination. Employee litigation costs can significantly destabilize the company’s capital and other resources. Performing a formal background screening on employees helps an organization navigate legal requirements.
- Employee safety – employers are responsible for maintaining the quality of their workforce. The background check process promotes honesty and open communication with the employer. This way, the employer can confirm that the people they onboard can be trusted to interact safely with the rest of the employees. Even if they are working remotely, hence minimal chances of meeting physically, the new hire should be someone respective to ensure a non-toxic working environment.
There is a wide variety of background checks performed on a potential employee, and some have overlapping outcomes. For instance. A criminal background check reveals sex offender crimes, yet there is a sex offender-only background check.
Lets us consider what each type of background check reveals about a candidate.
- Employment history
It’s the most common type of background check. The screening generally involves a consideration of the character references, criminal history, social security verification and education verification. Pre-employment screening may vary from one employer to another and the nature of the position an organization intends to fill. Some employers may also perform credit checks, with others showing interest in sex offences. For a remote IT position, an employer may consider nearly all the pre-employment checks to ensure that the organization onboards an honest, trustworthy and fully dependable person since this individual will be working with zero physical supervision. It’s imperative that the hiring manager identifies the most suitable person by considering all available resources.
- Criminal background checks
A criminal background check entails scanning federal, state and county records. Criminal records from any of these publicly available resources reveal if the job candidate has any recorded arrests, warrants, sex offences, incarceration records, court records (judgments, dockets etc.), misdemeanour convictions, and felonies. The results of county background checks are pretty straightforward and self-explanatory and carry records of arrests and convictions within the particular county. On the other hand, state background checks vary. In many states, all the county records are available in their databases, but some only have a handful of county records.
Apart from county records, the state courts contain records of all the crimes prosecuted at the state level – crimes whose illegality spans all the counties. The national criminal database is not available to the public, explaining why most national background checks involve a search on each state’s online database. Some states dont have electronic databases – only 46 states do, and that’s what employers have to do with when conducting national background checks. The four states without online databases include South Dakota, Wyoming, Massachusetts and Delaware. An employer interested in information from these four states will have to visit each county courthouse where the job candidate undergoing screening lived or worked.
- Education verification
Attending college or university doesn’t equate to graduating. A hiring manager can only accurately confirm a remote IT worker’s education on a resume via an education verification check. An academic check is primarily carried out to confirm or otherwise a candidate’s level of education as contained in their resume and where they obtained that education. According to the Fair Labour Standards Act (FLSA), positions categorised as Exempt require the employees to possess advanced specialiszed education. Should the FLSA challenge the exemption, the hiring manager| or employer must be able to prove that the employee has the required credentials. If the position your organization is filling is Exempt, performing an education verification can help you validate this.
- Reference Check
A common practice amongst employers is asking job applicants to provide references. A reference check helps employers get a feel of the vibes a potential employee will bring to the workplace and, generally, the organization. The employer should also grab this opportunity to find out about the candidate’s past performance and cross-check anything the prospective employee might have mentioned in their application or during the interview. When doing a reference check, employers should consider using open-ended questioning and make the interview as conversational as possible. Doing so ensures that the answers you receive go beyond yes and no and that you can access as much information as possible about the candidate. Nevertheless, the hiring manager should also be discerning to be able to identify malice in a reference contact to avoid losing an otherwise good and productive employee. Some former employers could be malicious, especially if they had personal unresolved issues with the prospective employee.
- Drug screening
Certain industries, such as aviation or driving, require period alcohol and drug testing. For an IT working remotely, the organization would also be interested in establishing if an applicant is into substance abuse as positive drug screening results disqualify such as a candidate. A remote IT position is sensitive, highly delicate, and always requires someone sober. This individual will gain access to a large database of organisational information. By ensuring they are sober, the employer can be confident that they will not share company secrets and private information with unauthorized persons. A drug and alcohol test is performed to establish that illegal drugs and alcohol aren’t present in an applicant’s system. It’s important to ensure that your future remote IT workers are in the right state of mind, unimpaired, and thus, can be trusted to perform their duties and responsibilities effectively. When performing a drug screening on applicants, notify them earlier and seek their consent. In many instances, a drug test involves a 5-panel or 10-panel urinalysis, breathalyzer or hair testing.
- Credit background check
It looks into the credit history of a prospective employee. It’s simply a report from the three biggest credit agencies, TransUnion, Experian and Equifax. The law permits a once-yearly report for free. Some states and cities, such as Chicago and New York City, have since illegalized basing hiring decisions on credit scores. Therefore, an employer who wants to perform this background check must seek the consent of the potential employee – express permission. If the remote IT employee handles some financial aspects of the organization, it’s only prudent that the employer performs a credit check to determine if they are fiscally responsible.
- Social media and internet use checks
A social media and internet use check allows an employer to glimpse a job candidate’s character and passion. They collect information through an internet social media search on platforms such as LinkedIn, Twitter or Facebook. These checks have their disadvantages that employers must stay aware of. While it’s possible for an employer to access useful information about a candidate, this information is unverified, and care should be taken to confirm its authenticity. While the details obtained from a candidate’s social media accounts may help round out their profile, they should be accompanied by the usual background and reference checks. Conducting a comprehensive media search may save the organization alot of time and money in the long term by enabling the hiring manager to make a good hire.
- Professional license and certificate confirmation
Among the top falsehoods job applicants put on their resume is fraudulently obtained professional credentials. This behavior makes it challenging for hiring managers to prove the authenticity of certificates and licenses. It could lead to hiring unqualified persons or awarding promotions to people who dont deserve them. When hiring a remote IT worker, it’s advisable for the hiring manager to confirm professional licenses and certificates applicable to the industry, verify if the credential was actually received, confirm the date awarded, and be careful to pinpoint any fictitious information the job applicant might have included.
- Identity verification
When filling a remote IT position, the employer should be interested in finding out if the applicant is truly who they say they are. This can be achieved via an identity verification check. Identity theft has become a common practice over the years, and it’s increasing at an alarming rate. If an applicant uses a stolen identity to apply for a remote IT position, the employer should be aware of it. An identity verification check can save an organization time, money, and, most importantly, its reputation. A candidate with a stolen identity is potentially dangerous because they can engage in activities that compromise the reputation and stability of the organization. It’s better to be safe than sorry. A background screening of this nature uses various tools to confirm a candidate’s identity, including their name, date of birth, social security number and address.
Reliable Providers Of Background Check Services
It’s okay if your company doesn’t want to do the legwork involved in the background screening of applicants. It makes even more sense if you deal with a huge talent pool. Here are several reliable and well-known background check service providers.
- Background report offers employers an easy and DIY option for performing background checks. It’s designed for companies who dont mind starting and finishing the entire background check process via the internet. Background report is inclusive and allows the job applicant to view the results, offer feedback and explain or dispute them if necessary. A basic background check on this platform starts at $19.95.
- Accurate Now – it’s designed for small and medium-sized businesses. The organization avails US-based support and a straightforward pricing structure ranging from $29.95 (basic report) to $74.95 (premium report).
- GoodHire – this California-based company provides employers with a hassle-free online platform to perform pre-employment screening services. GoodHire has been recognized for its user-friendly interface and world-class customer service. It offers a package and quote-based pricing strategy.
- HireRight – offering pre-employment screening in over 240 countries and territories, HireRight is the real deal. It can accommodate applicants in 20 languages making it a top-notch background screening service provider. It also permits several integrations for existing e-recruiting applications.
- Employment Screening Resources – It was established in 1997 by hiring attorney Lester Rosen. The San Francisco-based company is well-versed in matters of labour and hiring law and provides U.S based data processing. To know how much it will cost your company, you will have to contact the ESR sales team directly.
- Verified Credentials – it provides commercial and personal background screening services. The personal background screening service is useful for applicants who wish to know the information displayed when a potential employer performs a background check. A basic background screening begins at $32.
- InfoMart is based in Marietta, Georgia and usually helps organizations develop industry-specific pre-employment screening. InfoMart services include credit history checks, verifications and background reports. They even perform background checks for interns a company intends to hire or suppliers you wish to work with.
- Trusted Employees – this Minnesota-based company is an FCRA-compliant service provider and has been in the industry for the last 20 years. They have a dedicated team of experts that collaborates with owners of small businesses to customzie background checks in their industry, type of business and the position they wish to fill. Trusted Employees services start at $29.95.
- SterlingOne – this company specialises in criminal background checks. It uses proprietary data to access over 2300 court records of a given county. If the information they are looking for isn’t available electronically, SterlingOne uses its court runners who physically visit the courthouse and request documentation.
- GoodEmployee.com – the company is known for its personalised support, providing users with answers to the questions you’ve asked about data, compliance and next steps. The company provides four different background checks with packages ranging between $29.95 and $199.95.
- Asurint – this Cleveland-based company provides background check services and onboarding solutions tailored to the business needs of its clients. It’s known for its dedicated customer service, committed to resolving any issues arising during a background search.
- Onfido – Onfido is a startup doing extremely well in this field. Besides performing background checks for both the UK and US businesses, the company also provides onboarding services thanks to its automation platform.
- Checkr – While one of the newest babies on the block, Checkr is your go-to background check provider for many technology companies – big and small. This automated and mobile-friendly platform is sufficiently designed to accommodate gig workers and full-time staff. It’s, therefore, a worthy consideration for companies hiring remote IT workers.
- Justifacts – this one has been around for almost three decades. It offers pre-employment screening services to small businesses and enterprise organizations. One of the benefits of working with this company is the personalised you receive from your assigned account manager. Your account manager helps you personalize the background check process and assists in interpreting results.
- Intellicorp – if you are looking for a company capable of providing a full range of the best background check services, Intellicorp is your go-to background screener. They will work with you to generate a program that meets all your organizational needs. Intellicorp also allows its customers access to an online learning center loaded with materials to allow them to stay compliant throughout the hiring process.
Tips For Choosing An Appropriate Background Check Service Provider For Your Company
The list of background service providers above carries some of the best available options. Nevertheless, you may desire to pursue a different route, and if that’s the case, we’ve compiled helpful tips to help you choose the best background service provider and, in the process, avoid being scammed.
- Identify your pre-employment screening needs.
Be on the lookout for a background check company capable of helping you tailor-make your background screening and willing to offer you an affordable package for the same. For instance, if you are screening a job candidate who has lived and worked in multiple counties, the best background check service provider should have connections to pull updated records from the local courthouses of the county. Since the multi-jurisdictional database can get outdated from one county to the other, this is important. Check if your vendor is conversant with common scams and crimes related to the industry. The IT industry has a higher exposure to crime compared to others. Therefore, the screening company might highlight drug tests and related screening in your background checks.
- FCRA compliance
A good number of online background check service providers claim they are valid. You shouldn’t take their word for it. Confirm if the database is Fair Credit Reporting Act compliant before using it to screen potential remote IT workers. The enactment of the FCRA was occasioned by the need to ensure that credit agencies and related consumer reporting agencies, such as background check firms, offer accurate information for people whose details will be utilized in decision-making, such as during recruitment and selection. The terms on their sites can guide you in determining if the service provider is FCRA compliant. Utiliszng non-FCRA compliance in making employment decisions could open the door to potential lawsuits.
- Seek accreditation.
Finding the best background check site for your company can be confusing due to the existence of many solution providers. A quick website search reveals endless search results for background check solution providers. To filter out unsuitable solution providers, look for crucial credentials that show the business is reputable. Reliable accreditations come from the Professional Background Screening Association and Better Business Bureau (BBB).
- Be wary of enticing yet unrealistic claims.
It’s a common practice for companies to claim that they carry out a national search or multi-jurisdictional search for employment background checks. The truth is there isn’t a national registry capable of providing updated information for all jurisdictions. Criminal convictions can occur at the federal, state, county and municipal levels. Additionally, some federal crime databases aren’t searchable by birth date or social security number. Therefore, an online background check company making such claims is dubious, and you shouldn’t consider it.
Once you’ve identified a dependable background check firm that fits your business needs, familiarise yourself with the information that will be availed by the background check. If you feel the hiring process demands more information, talk to customer service to help you customzie your background check package.
Conclusion
Background checks are becoming increasingly common in recent years. Gone are the days when employers onboarded employees without performing background checks. To simplify the process, many organizations have emerged to provide background check solutions to employers who wouldn’t want to do the associated legwork. We’ve listed 15 reliable background check companies that an organization may consider. However, you aren’t limited to these 15 solution providers, as numerous others are out there. Of the utmost importance is exercising caution in picking a solution provider to avoid being scammed or facing a lawsuit for non-compliance to relevant laws and regulations.
References
- https://checkr.com/resources/what-is-a-background-check
- https://www.fundera.com/blog/best-background-check-sites
- https://www.criminalwatchdog.com/faq/types-of-background-checks
- https://www.scoutlogicscreening.com/blog/types-of-background-checks
- https://baradainc.com/different-types-of-background-checks/
- https://hires.shareable.com/blog/types-of-background-checks
- https://www.veremark.com/blog/a-comprehensive-guide-to-all-types-of-background-checks