Samantha Lewis has been a valued member of SELECTiON.COM® since 2016. Here’s a little more about her.
Favorite part of working at SELECTiON.COM®
The teamwork!
Favorite Hobby
Crafting, Scrapbooking, Refinishing Furniture
Favorite Food
Mac & Cheese
Favorite Sports Team
Cincinnati Reds!
Fun Fact
I have 3 brothers and 5 sisters. There are 9 of us all together!
Aretha Hischak has been a valued member of SELECTiON.COM® since 2014. Here’s a little more about her.
Favorite part of working at SELECTiON.COM®
My co-workers!!!
Favorite Hobby
Singing.
Favorite Quote
“We make a living by what we get, but we make a life by what we give.”- Winston Churchill
Favorite Food
Salsa And Chips
Favorite Sports Team
The Bengals
Fun Fact
I was named after Aretha Franklin.
One of the most frequent questions that we receive from our clients is whether their organization has to abide by the terms of the Fair Credit Reporting Act (FCRA) if they are not seeking an applicant’s credit information.
The simple answer is yes. And here’s why…
The federal Fair Credit Reporting Act, enacted by Congress in 1970, was initially designed to promote the accuracy, fairness, and privacy of information in the files of consumer reporting agencies, of which there are many types, specifically as it related to the collection and dissemination of credit-based information.
Subsequently, however, the FCRA has been expanded to cover more than just credit reporting companies and now covers all consumer reporting agencies that gather, retain, compile, issue, and use credit reports, insurance reports, employee background reports, tenant screening, bank bad check and overdraft reports, and other consumer reports based on consumer reporting information such as consumer credit experiences, court records, and other personal consumer information.
SELECTiON.COM® is a Consumer Reporting Agency (CRA) and we are bound to operate fully and unequivocally under the government-mandated FCRA guidelines.
As such, any company or organization that uses the information that we provide as part of an applicant-approval process must also abide by the FCRA.
The basic tenants of the FCRA require companies that use a CRA to:
Additionally, SELECTiON.COM® is required to maintain the following minimum standards:
While we recognize that timeliness of reporting is a critical need for virtually all of our clients, SELECTiON.COM® places even greater value in the two most important components of the Fair Credit Reporting Act and those are accuracy and fairness.
Click here for a summary of consumer rights under the FCRA.
For more information about the Fair Credit Reporting Act itself, visit www.ftc.gov/credit.
Finally, for more details about the many ways that SELECTiON.COM® works to provide coverage, protection and benefits for our customers and applicants alike, please contact me today at (800) 325-3609.
by Wayne J. Jung
“That statement alone sends shivers through many of our applicants, especially those with something to hide who fear the disclosure will cost them their chance at a job.”
That’s what an HR director recently told me as we were discussing the type of background checks that their company needed in order to do a better job assessing the quality of the candidates that they were considering for employment.
This particular company previously had been hiring solely based upon a number of factors, not one of which included a background check. Their approach was similar to buying a new car:
My phone rings often throughout the day with calls from small to medium-sized companies wanting to implement some sort of background check, but not having any idea what they really need, or where to even begin.
And frankly it can be a bit overwhelming.
Most background checks begin with a simple Social Security Number (SSN) trace to determine validity of the given SSN and to map a residency history for the applicant.
From there a more thorough criminal check may be used to discover any history of bad behavior that could place the company at risk, or the current employees themselves.
Verifications of prior employment, education and personal references are almost becoming a necessity with the increased amount of resume falsification in today’s job market.
Will they be handling any money in their new role?
Include a Federal Criminal Report to uncover any white collar criminal history, or a credit report containing information such as civil judgments, tax liens, bankruptcies, credit and payment history.
Will they be given a company vehicle, or will they drive as part of their job responsibility?
A Motor Vehicle Records search provides license validity, suspensions and driving violations depending on the state in question, with the information provided adhering to each state’s specifications.
There is a background check for any specific position or need within any corporate, educational, non-profit, healthcare, manufacturing, retail and staffing environment in the marketplace. And if not, one can always be created to meet a specific need.
Hiring is tough. Background checks are easy.
At SELECTiON.COM®, we specialize in making it the least stressful part of your day.
So, whether you NEED a background check as part of your job application process, or you WANT to start from scratch, why don’t you give us a call and kick the tires today?
by Wayne J. Jung
When I started in the background check business, one of the first things I learned was that no “silver bullet” reporting solution exists.
Which I understood to mean, despite the use of an overused analogy, that there wasn’t one single report that provided all of the necessary data to properly assess an applicant’s candidacy with near certain accuracy, especially as it related to criminal background checks.
And that is part of the reason why at SELECTiON.COM® we offer more than 35 unique reports, a solid half-dozen of which are specifically criminal background check-related.
Why so many, you ask?
Criminal records and sex offender registries are not reported across state lines. In many cases, they aren’t reported up to the state level either.
State background check reports, including fingerprint-based state reports, oftentimes don’t include criminal records from the counties within their own state. This happens because the crimes are tried at the county level, and depending upon the type of offense, the counties are not required to report all records.
In the case of fingerprint background checks, some records, such as misdemeanor drug offenses, public intoxication and disorderly conduct, can be missed simply because the crime is a ticketed offense in that area and doesn’t require being fingerprinted in the first place.
As I mentioned last week, there is no universal reporting methodology and the FBI database is reliant solely upon what state and local agencies choose to report.
The best solution is to not depend solely on one source expecting to return a 100 percent accurate and thorough criminal background report.
We recommend utilizing a Social Security Trace Report to create a residency history, from which our national network of researchers scour the available records in the specific counties in which the applicant has lived.
From there, Search America® provides a snapshot in order to fill in the gaps by pulling data from more than 1500 sources in the United States and abroad.
The Search America® database aggregates information from Administrative Office of the Courts, Departments of Correction, Sex Offender Registries, as well as county court record information from cooperating jurisdictions.
This search also pulls from a large list of national security and international sources, including INTERPOL’s Most Wanted List and the Office of Foreign Assets Control (OFAC) terrorist watchlist.
The combination of a SELECTiON.COM® proprietary Search America® database report and our nationwide network of criminal researchers equals the most comprehensive applicant criminal check in the industry.
Almost as important as providing thorough reporting in an expeditious fashion, is returning accurate data allowing our clients to make the most informed decisions possible.
Our experienced Quality Assurance team of knowledgeable researchers helps ensure you aren’t overwhelmed with false hits, or forced to make decisions based upon faulty data.
The FBI doesn’t have a method allowing applicants to challenge the results, unlike FCRA-regulated consumer reports such as those provided by SELECTiON.COM®, a process that is designed to protect job applicants from unfair employment actions.
And that’s important, because as we have all learned from the recent Robins v. Spokeo, Inc. ruling, consumers may be able to bring FCRA claims in federal court whenever their reports contain inaccurate information, unless that information is truly insignificant.
At SELECTiON.COM® we pride ourselves in being thorough, timely, and above all, accurate.
See for yourself, please call me today at (800) 325-3609, extension 3024.
SOURCE: Robins v. Spokeo, Inc., 867 F.3d 1108 (9th Cir. 2017)
