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RELIABLE BACKGROUND SCREENING
REGULAR OFFICE HOURS
MONDAY – FRIDAY
9am – 5pm
(MST / PDT)
24/7 Online Access
Wishing you a wonderful holiday season!
Holiday Hours:
December 18th – December 31st
10:00am – 4:00pm
Closed on December 24th and 25th and January 1st
HEADQUARTERS SCOTTSDALE, ARIZONA
For security reasons, exact physical address is provided to clients only.
faq
This depends on the industry of the company, as well as the type of position that is being background checked. There is no “one-size-fits-all” background check report, and we like to take a consultative approach to determine which type of background check makes the most sense, based on our client’s specific needs.
This depends on the industry of the company, as well as the type of position that is being background checked. There is no “one-size-fits-all” background check report, and we like to take a consultative approach to determine which type of background check makes the most sense, based on our client’s specific needs.
This depends upon the industry type and specific company/organizational needs. There are variations between resident/tenant screening, employee/contractor/volunteer screening, franchisee screening, country club membership screening, and background screening for other membership types. Information that is revealed in a criminal background check generally includes felony and misdemeanor criminal convictions, infractions and any pending criminal cases. Criminal background checks also report history of incarceration as an adult, active warrants, and whether the individual is on any of a number of “watch lists” such as the National Sex Offender Registry, OFAC, and many others.
When properly performed, as required by the Fair Credit Reporting Act (FCRA), background screening involves researching a consumer, with their consent for a permissible business purpose. Purposes are broadly defined, but often include: resident screening, tenant screening, employee screening, contractor screening, volunteer screening, franchisee screening, country club membership screening, vendor screening, client screening, student screening, board of director screening – to name just a few. Checking criminal background is a common feature, but other items include credit reports; verification of employment, education, rental history, professional licenses, and references; motor vehicle reports; bankruptcy-lien-judgment searches, eviction searches, and particular items related to specific industry/company/organizational needs.
Companies that recognize the need to mitigate risk; protect their brand, employees, and customers; and that also understand the need to shield themselves against Negligent Hiring and Retention liability will perform background checks. However, not all background checks are equal, and many companies rely on a criminal database check, which is not sufficient, and which alone cannot be used for any adverse action.
If having a certain level of education is needed for whatever position is being filled, then verifying education should be included in a background check. It is critical for companies to never accept proof of a degree from the applicant/candidate, due to the widespread availability of falsified documents on the web and through desktop publishing. Education and professional credentials should always be verified independently if they represent a needed requirement for the position.
Drug testing is often performed at the same time as a background check. However, the background check typically describes the criminal research, credit report, motor vehicle report, and any verification that is performed on an applicant. Drug screening is generally not considered to be part of the background screening report.
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