Blog, Press Release
SELECTiON.COM® is proud to announce the promotion of Nathan Hart to the position of President. In his new role, Hart will report directly to Chief Executive Officer James Boeddeker.
Nathan Hart has been a valued leader within the organization, demonstrating a strong commitment to operational excellence, client service, and continued growth. His leadership has played a key role in strengthening internal processes and supporting the company’s long-standing mission to provide reliable background screening solutions.
As President, Hart will oversee day-to-day operations, strategic initiatives, and continued innovation across SELECTiON.COM®. His promotion reflects the company’s confidence in his ability to lead the organization into its next phase of growth.
“We are excited to elevate Nathan into this role,” said James Boeddeker. “His leadership, dedication, and deep understanding of our business make him the right person to help guide SELECTiON.COM® forward.”
Hart shared his perspective on stepping into the role. “I am grateful for the opportunity to serve as President and appreciate the support I have received,” said Hart. “I have a strong respect for the people who make this organization what it is, and I am committed to supporting our teams as we continue to grow. My focus is on strengthening our ability to serve clients while upholding the standards and values that define our company.”
SELECTiON.COM® has been a trusted provider of background screening services since 1991, serving organizations nationwide with a focus on accuracy, technology, and customer support.
About SELECTiON.COM®
SELECTiON.COM® is a leading provider of employment background screening solutions, offering a range of services designed to help organizations make informed hiring decisions. With decades of experience and a commitment to service excellence, SELECTiON.COM® supports clients across a variety of industries.
Blog
Background screening plays an important role in the hiring process. It helps employers verify information, identify potential risks, and support more informed decisions. However, confusion can arise when hiring teams expect background checks to answer questions they were never designed to address.
This is especially common in organizations that hire across multiple locations. When different offices, departments, or hiring managers are involved, assumptions about what screening will provide can vary widely.
Understanding what background screening is designed to do and how it fits into a larger hiring workflow can help reduce confusion and create a smoother process for everyone involved.
Background Screening Is One Part of a Larger Hiring System
A background check does not function as a complete evaluation of a candidate. Instead, it verifies specific pieces of information through available records and sources. These may include criminal history searches, employment verifications, education confirmations, and other checks requested by the employer.
Because of this, screening works best when it supports an organized hiring process rather than operating as a stand alone decision tool.
When teams understand this role, the results become easier to interpret and the overall hiring process becomes more predictable.
Why Multi Location Hiring Creates More Complexity
Companies that operate in more than one location often experience unique challenges with background screening. Different offices may have slightly different hiring practices, different expectations for turnaround times, or different levels of familiarity with the screening process.
In some cases, multiple hiring managers may be reviewing results for the same type of role but interpreting them differently. Without consistent internal guidelines, this can slow down hiring decisions or create unnecessary back and forth between teams.
Geography can also introduce differences in record access. Criminal records, civil records, and other information sources vary by jurisdiction. Some courts provide extensive online access while others require more detailed research processes.
A screening program that works smoothly for one location may need adjustments when expanded to several offices.
The Role of a Background Screening Partner
A background screening company can help bring structure to this complexity.
Centralized platforms allow hiring teams in different locations to submit requests in the same way and receive reports in a consistent format. This reduces confusion and helps ensure that each office is following the same process.
Features such as applicant entry modules can also streamline the process. Instead of multiple hiring managers collecting information in different formats, candidates can enter their information directly into the system. This helps reduce missing details and keeps the process organized from the start.
In addition, a screening partner familiar with jurisdiction differences can help set realistic expectations for turnaround times and reporting.
Accurate Information at the Start Matters
Another factor that becomes more important in multi location hiring is the accuracy of the information submitted at the beginning of the screening process.
Small details such as complete name history, correct addresses, and accurate employer information can have a direct impact on how efficiently a search is completed. When multiple locations are involved, establishing clear guidelines for submitting this information can prevent delays later.
Many organizations find that standardizing these steps across offices significantly improves workflow.
Consistency Helps Everyone Involved
When expectations are aligned and processes are consistent, background screening becomes easier for everyone involved.
Recruiters know what information will be verified. Hiring managers understand what the reports are designed to show. Candidates move through a clearer process. And organizations can maintain consistent hiring practices across locations.
For companies managing hiring across several offices or departments, taking time to align expectations around background screening can reduce confusion and support more confident decisions.
Disclaimer
The information provided in this article is intended for general informational purposes only and should not be considered legal advice. Background screening requirements and permissible practices may vary based on federal, state, and local laws as well as individual organizational policies. Employers should consult with qualified legal counsel or compliance professionals when developing or modifying their hiring and background screening procedures.
Blog, Press Release
Cincinnati, OH - SELECTiON.COM®, a nationwide provider of employment background screening solutions, announced today that its services are now available in the Paylocity Marketplace. The integration allows employers to initiate and manage SELECTiON.COM® background checks directly within their Paylocity workflows, helping reduce duplicate data entry and improve hiring efficiency.
It’s an easy transition for Paylocity users. They can access SELECTiON.COM® directly through the Paylocity Marketplace. From there, organizations can quickly begin the integration process and connect their background screening workflows within their existing Paylocity environment.
Paylocity users can now launch background screening requests from a single platform, monitor progress without switching systems, and maintain clear visibility throughout the screening process. This supports a more streamlined hiring workflow while keeping background screening aligned with existing HR and payroll operations.
SELECTiON.COM® brings more than three decades of background screening experience to the Paylocity ecosystem. Founded in 1991, the company provides comprehensive and customizable screening solutions, including Social Security Number trace reports, criminal county background checks, federal criminal searches, and national criminal database searches. Criminal records are reviewed by an experienced quality assurance team to help ensure accuracy and reduce false positives.
“Our availability in the Paylocity Marketplace reflects our commitment to meeting clients where they work,” said Nathan Hart, Executive Vice President of SELECTiON.COM®. “By integrating directly with Paylocity, we’re helping employers simplify screening workflows while continuing to rely on the service, accuracy, and support they expect from SELECTiON.COM®.”
The integration also provides access to U.S.-based customer support via phone, email, and live chat, available Monday through Friday from 8 a.m. to 8 p.m. EST. Setup is initiated through the Paylocity Marketplace, after which the SELECTiON.COM® team coordinates the account configuration process.
For more information about the SELECTiON.COM® Paylocity integration, visit selection.com/paylocity or access SELECTiON.COM® directly through the Paylocity Marketplace.
About SELECTiON.COM®
SELECTiON.COM® is a veteran-owned, nationwide background screening company providing comprehensive and customizable screening solutions since 1991. With a focus on accuracy, service, and long-term client relationships, SELECTiON.COM® supports compliant and consistent hiring practices across industries. SELECTiON.COM® is a PBSA Accredited background screening provider and a PBSA Founding Member, reflecting a long-standing commitment to professional standards in the screening industry.
About Paylocity
Paylocity is a leading provider of cloud-based HR, payroll, and workforce management solutions designed to help organizations manage their people with efficiency and flexibility.
Blog
A “comprehensive” background check isn’t about running every possible search — it’s about choosing the right mix of tools that help you make informed, confident hiring decisions. For employers, comprehensive screening means gathering accurate, relevant information that supports safety, trust, and smart hiring.
1. A Layered Criminal Search Process
A strong program usually blends multiple sources, such as broad database searches paired with county-level criminal research. Using more than one source helps create a fuller, more reliable picture of potential records.
2. Confirmation of Key Candidate Details
Many employers choose to verify information like prior employment, education, or professional credentials. These steps help confirm accuracy and strengthen trust between employer and candidate.
3. Accurate Data From the Start
Clean data drives reliable results. Ensuring that names, dates of birth, and other identifiers are entered correctly helps reduce delays and supports accurate reporting.
4. Screening Matched to Job Responsibilities
Not all positions require the same depth of screening. A comprehensive program aligns searches with the duties of each role — whether someone is handling sensitive data, driving, or working in a specialized field.
5. A Consistent, Repeatable Workflow
A comprehensive screening program isn’t about running the same checks for every role — it’s about building a process that aligns with each position’s responsibilities and level of risk. Different roles often require different levels of screening. At the same time, having a structured, predictable, and fair workflow helps reduce errors, supports consistency, and keeps hiring moving efficiently.
How SELECTiON.COM® Fits In
We provide streamlined tools, accurate data sources, and knowledgeable support to help employers build screening programs that fit their needs. Our focus is on efficiency, clarity, and helping organizations feel confident in each hiring decision.
Disclaimer:
This article is provided for informational purposes only and is not intended as legal advice. Background screening requirements, best practices, and permissible searches may vary based on job role, industry, and jurisdiction. Employers are responsible for determining which background checks are appropriate for their organization and for ensuring compliance with all applicable federal, state, and local laws. For guidance specific to your hiring program, consult legal counsel or a qualified compliance professional.
Blog
When running background checks, employers often assume a “statewide criminal search” means every record in that state will be included. But in reality, statewide searches can vary significantly — and understanding those differences is key to building a reliable screening program.
What Is a Statewide Criminal Search?
A statewide criminal search is designed to identify criminal records from multiple counties within a single state. It can include data from state repositories, correctional systems, or other centralized sources — depending on what the state makes available.
In short, it’s meant to expand your visibility beyond a single county search and help uncover records that may exist elsewhere in the state.
Why Statewide Searches Vary
Not all states maintain the same type of criminal record system. Some states have comprehensive databases updated regularly by county courts, while others only collect partial data or update infrequently.
A few key reasons for variation include:
- Data Sources: Some states pull directly from all county courts; others rely on corrections or state police databases.
- Reporting Frequency: Counties may update the state repository daily, weekly, or sometimes only a few times a year.
- Coverage Gaps: Certain counties or record types (like misdemeanors) may not be included in the statewide system at all.
- Access Rules: Each state has its own regulations on what information can be shared and with whom.
Because of these differences, the reliability and completeness of a statewide search can vary from state to state.
Best Practice: Pair Statewide with County Searches
A statewide search can be a valuable screening tool — especially for identifying which counties to search in more detail. However, county-level searches remain the most accurate and up-to-date source of criminal record information.
For the most comprehensive results, many employers use a combination approach:
- Start with an address history trace to identify where the candidate has lived.
- Use statewide searches to spot potential records across the state.
- Confirm findings through county-level searches for the most precise, court-sourced data.
A statewide search can broaden your visibility, but it shouldn’t replace county-level research. Understanding the differences in data coverage and update frequency helps you make more informed screening decisions.
At SELECTiON.COM®, we help employers understand the strengths and limitations of each search type — ensuring you receive accurate, reliable data for every hiring decision.
Ready to strengthen your screening process? Let’s talk.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
Blog
Employers often ask: Can you run a background check without a Social Security Number (SSN)?
The short answer is yes — but without it, you lose one of the most important tools in the background screening process: the SSN Trace Report. Criminal records in the U.S. are filed and maintained at the county level, and those records don’t automatically cross state lines. Even state-level databases can miss cases due to reporting delays. The SSN Trace Report connects a candidate to their full address history and known aliases, ensuring county-level searches are run where they matter most. Without it, you’re relying on a candidate to tell you everywhere they’ve lived — and people with something to hide aren’t always honest. Skipping the trace means risking incomplete searches and overlooked records.
Why the SSN Trace Report Matters
The SSN Trace Report is the backbone of a complete background check. It provides a roadmap for where and how to search by revealing:
- Address history – pinpoints all the counties where a candidate has lived so searches can be conducted in the right jurisdictions.
- Aliases and name variations – uncovers records connected to former names, maiden names, or nicknames.
- Identity red flags – highlights suspicious activity, such as an SSN associated with multiple identities or deceased individuals.
Without the SSN Trace Report, you may only find what you already know to look for — leaving hidden records undetected.
Risks of Skipping the SSN Trace
Running a background check without an SSN doesn’t just limit the scope — it increases risk. Employers may face:
- Incomplete results – Criminal records in counties tied to undisclosed addresses may never be searched.
- Missed aliases – Convictions under different names or spellings can slip through the cracks.
- Hiring mistakes – A single overlooked record could result in onboarding someone who poses a threat to your team, customers, or brand.Â
Keeping SSNs Secure
Because SSNs are highly sensitive, protecting them is critical. At SELECTiON.COM®, we safeguard every SSN with:
- Encryption during transmission and storage to prevent unauthorized access.
- Strict access controls so only trained, authorized staff can view sensitive data.
- Compliance with federal and industry standards, ensuring our systems meet the highest levels of security.
This means you gain the accuracy and reliability of the SSN Trace Report while maintaining the highest standards of candidate data protection.
The Bottom Line
Yes — you can run a background check without an SSN. But without the SSN Trace Report, you won’t know which counties to search or which names to include, making it far too easy to miss critical information.
At SELECTiON.COM®, we help employers make safer, smarter hiring decisions by combining the power of the SSN Trace Report with industry-leading security practices.
Ready to strengthen your screening process? Let’s talk.
This article gives a general overview of legal matters. However, it is your responsibility to ensure compliance with all the relevant federal, state, and local laws governing this area. SELECTiON.COM® does not provide legal advice, and we always suggest consulting your legal counsel for all applicant approval matters.
This article is provided for information purposes only, and the contents hereof are subject to change without notice. This article is not warranted to be error-free nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose.
