There is widespread interest in obtaining access to criminal history record information from reliable sources for the purpose of screening an individual's suitability for employment, licensing, or placement in positions of trust. The interest is based on a desire or perceived need to evaluate the risk of hiring or placing someone with a criminal record in particular positions and is intended to protect employees, customers, vulnerable persons, and business assets. Employers and organizations are subject to potential liability under negligent hiring doctrines if they fail to exercise due diligence in determining whether an applicant has a criminal history that is relevant to the responsibilities of a job and determining whether placement of the individual in the position would create an unreasonable risk to other employees or the public. This book addresses to what extent states conduct FBI record checks for selected employment sectors and face any challenges; states have improved the completeness of records, and remaining challenges that federal agencies can help mitigate; and private companies conduct criminal record checks, the benefits those checks provide to employers, and any related challenges.

"Revealing tricks, secrets and methods to getting someone found with concise directions from a seasoned skip tracer providing an advantage with big results"--Page 4 of cover

Hiring highly qualified people is crucial to every company, and Background Screening and Investigations is an essential guide to succeeding in a turbulent business environment. A crucial part of any hiring process should be employment background screening, pre- and post-hire, which gives hiring personnel a glimpse into a person's past behavior patterns, propensities, and likely future behavior. Background Screening and Investigations describes all aspects of the employment background screening processes - its history and evolution, the imperative for implementing a screening process, and the creation of a comprehensive policy. Nixon and Kerr show how security and human resources professionals can work together to negotiate legal hurdles and make their background screening process successful. * Where do HR and security perspectives differ on hot topics like hiring convicted felons, data protection, and sexual predators? * What does state law allow when screening job candidates? * How should companies deal with emerging issues like international background investigations and continuous (Infinity) screening of current employees?

A complete guide to creating a legal and effective safe hiring program.

Every person today wears a mask. We all feel the requirement to appear pleasing to other people. Because of this, we are often confused when someone decides to conduct a background check on us. Why take a peek at what's behind the mask? Actually, there is no one answer to this question. Different people conduct different types of background checks for wholly different reasons.