Background checks are customized according to your company’s needs, risk tolerances and culture. Some companies require strict background checks such as banks and law firms, whereas others can tolerate varying degrees of risk when hiring such as warehouses and some types of distribution facilities. It is always best to design a program that fits your needs.
Do your staff have access to sensitive client information such as credit cards or executive admins?
In these cases, you may wish to check credit history to be sure the person does not have financial pressures.
Are you hiring engineers or IT specialists who may have access to your intellectual property?
In this case you may wish to check that these employees or contractors do not have federal convictions for IP theft.
There are many areas to consider and we are happy to provide security and risk-based advice. Feel free to contact us to discuss your special and unique situations.
The table below provides a basic outline of background components and levels that are most frequently requested:
Employment Screening Services
The following table shows typical Background Check Levels (routine employment type backgrounds). Component types and levels can be changed easily at any time.
To make sure the program meets your unique needs please Contact Us.
|Social Security Trace & Address|
|Federal Criminal History|
Numerous additional public records searches are available and are recommended for Executive level hires and those with senior level financial and fiduciary responsibilities. Learn more about our Executive Due Diligence Background Checks.
Concerned about threats of violence in the workplace?
Please see our section on Workplace Violence Risk Management.
Infortal’s Double Guarantee
Infortal is the only company in the background checking industry to offer this double guarantee:
Infortal guarantees that the information provided is reported 100% accurately from the source.
We also provide a 100% guarantee that we the correct identity of your candidate (not some-one else of the same name).
Additionally we are one of the very few background checking companies that have no false positives or false negative results. Zero.
These differences mean that we guarantee that you have the correct results every single time!
No other company in the Consumer Reporting industry offers both guarantees.
Background Check Turnaround Times
We recommend realistically that you allow 4 to 5 business days for most background check files to complete.
This includes a detailed criminal history that is accurate, in compliance with FCRA regulations, up-to-date, and includes your candidate’s correct identity.
Some background checks take longer
Archived court records and employers or universities that take longer to respond in some cases can extend the time it takes to get the correct information.
Companies claiming they can always produce criminal results in less than 72 hours are not being realistic as many criminal records are archived by the court after 18 months.
In such cases, no company can guarantee a 72-hour turnaround unless they use databases to support their claims – it pays to read their contract’s fine print!
Most background checks can be completed in 5 to 8 business days.
Less expensive background checks rely on database checks of criminal records and these are often “completed” within 24 to 48 hours, however, these criminal databases are frequently missing over 70% of criminal convictions and should not be considered reliable. Many false positives and false negatives also occur when criminal record databases are used. Some CRA’s say they will check the data at the court house of record if they find a “hit”, meaning that a criminal record is found in the database, but unfortunately most databases have “gaps” and “holes in the data” and should not be used to conduct a meaningful background check.
There are a number of reasons that some background checks take longer than others. This may include such factors as:
- The person has a very common name and their correct identity to locate criminal records takes longer.
- The person may have additional alias names.
- The employee has lived in multiple counties (different criminal record jurisdictions need to be checked.
- In some cases, the courthouse clerk needs to check archived records which may take longer.
- During Covid-19 many courts have been closed, and some have re-opened with very limited hours to check records in person.
- The employee may have degree verification that needs additional time to check, in some cases the college or university has to check archived records which may take longer.
- Some employers may take extra time to respond to an employment verification request.
- The employee may have provided incorrect personal identifiers; sometimes this is due to a mistake of some type, but in some cases, the error may be deliberate to hide an issue of concern.
You can login to your personalized dashboard on Infortal PrescreenTM – our SaaS platform – at any time to see results and updates.
Human Resources Policy Development
Infortal Worldwide will work closely with your legal counsel and HR staff to develop policies related to background screening. We can help you develop an effective screening policy that is useful, practical and easy to use.
Hire/no hire guidelines can be developed to help you manage your employment program and help adjudicate results uniformly.
Infortal’s guidelines provide easy-to-follow directions for evaluating & adjudicating background and create a great starting point for dialog around hiring issues. Thus leaving only the more complex situations, which may need a panel review.
We provide hands-on assistance to explain the details of complex background check results so that your team can make informed decisions.
Every company has a different culture: these guidelines can easily be customized to accommodate your corporate culture and hire/no hire decision points.
Infortal provides complimentary annual training to all registered clients. This session takes approximately 1 hour to review: