It’s Friday afternoon and you just interviewed an applicant who is the stuff your job description is made of. You feel that sense of relief that comes with realizing there are no more resumes to review. Finally! You can extend an offer and start tackling all those dormant to do’s. You call your background check provider and – there it is. The stone of disappointment that comes crashing through your happy hiring bubble.
Your applicant mentioned in their interview that they’ve moved around a few times. So, if you want to know that they are who they say they are, it is going to require something more robust than a basic background inquiry. You are looking at a minimum of several business days before you get the “all clear” on your superstar applicant.
A common misconception about pre-employment screenings and criminal background checks is that all inquiries are created equal and thus equally capable of keeping you and your business safe from bad hiring choices. That is, unfortunately for many, far from the case. The question is, with so many channels of information and reporting systems, where do you even begin conducting a search?
Let’s pause to bring our Young Professionals up to speed. Imagine this – Once upon a time, when brick and mortar was king, information finders used to have walk into buildings that housed physical record archives. These buildings were usually places like court houses, county records offices, etc. Once a non-paperless file was placed into their hands, these info finders would riffle through actual pages of historical documentation to create a background report. Life before technology, in a word, baffling.
In most cases this former labor of background inquiry love has been replaced by speedy digital databases that require little more than the click of a button to explore innumerable archives. The National Criminal Report, or NCR, is the primary, “go-to”, database where most background check companies run their inquiries. As advanced, awesome, and efficient as this reporting system has become, not as many cities, counties, or states have changed their reporting practices as you might expect. In fact, California, New York, and Alabama, to name a few, do not report criminal history to the NCR at all.
Always on the cusp of background screening innovations, Intelifi, formerly USAIntel, developed and integrated, LiveRunner™, into their proprietary background screening software solution. Combining the best of both manual and digital inquiry systems, LiveRunner™ technology allows users to pull reports in one or two hours; versus the industry’s 24 to 72 hour average. Not only are these reports fast but the coverage map of available territories that can be searched is unparalleled. Users can run inquiries for all of Los Angeles county and more than 95% of the counties in Wisconsin, Indiana, Iowa, Minnesota, North Carolina, Virginia, and Maryland to name a few. Currently more than a third of the courts throughout the country are connected to LiveRunner™; giving all software users a major leg up on their competition.
“Our Corporate Attorney is a former United States government attorney who helped to revise the Fair Credit Reporting Act guidelines in 1996. Our software, our forms, and everything our company does is with that level of efficiency, excellence, and compliance in mind. We have an incredible team of people here who are always focused on solutions.” Said, Joubin Hanaie, Co-CEO of Intelifi.
Understanding that reports like The NCR are only a bare bones safety net or starting point, hiring professionals can make sure that basic inquiries are not mistaken for, or presented as, a comprehensive background report.
Pat Hartonian, Director of Sales for Intelifi, offered up this bit of advice; “One basic rule of thumb to remember is that all truly comprehensive background reports will include an address based county search on your applicant. Anything less could mean that your report contains outdated data, is missing other critical information, and can even leave your organization exposed to lawsuits and other hiring risks.”