A background screening is a standard part of employment procedures.
In fact, 95 percent of employers hiring new workers conduct background screenings on their potential hires.
Candidates, meanwhile, should expect this procedure as a part of the hiring process and, as a result, should try to be as accurate as possible with their resume and interview.
After all, aside from examining criminal history, a background screening essentially compares a candidate's profile to his or her actual background.
Any discrepancies between these pieces of information may result in an end to the application process or, later, termination of employment.
A background screening examines several basic portions of a candidate's history.
First, his or her name and addresses are checked and, from here, the criminal history based on each name and location is examined.
However, because verifying his or her past employment and education is also important, these pieces of information will also be screened.
As applicants can be vague or even downright dishonest about their education experience, employment, past salaries, and degrees, verifying all of this indicates a candidate's full character - and if he or she is truly qualified for the position.
Aside from these standard aspects, a background screening may be a more invasive procedure.
Certain positions require more invasive background checks, including positions for home healthcare workers and those working with children, the elderly, and the disabled in various capacities.
In such cases, a candidate's criminal history is screened further.
While a basic check will look at criminal records from his or her name and various locations, other criminal background screenings go even further: a candidate will have his or her fingerprints taken and these will be compared with criminal records in a national database by the FBI.
Beyond examining a candidate's criminal history, a background screening may also look at his or her credit - the history but not the score.
Certain occupations, such as those in the financial sector or those involving money handling, want candidates to show their financial responsibility.
Not only is it seen as an indication of character but also of overall responsibility on the job.
In these cases, a candidate's credit history will be examined and be a factor in his or her employment.
In fact, 95 percent of employers hiring new workers conduct background screenings on their potential hires.
Candidates, meanwhile, should expect this procedure as a part of the hiring process and, as a result, should try to be as accurate as possible with their resume and interview.
After all, aside from examining criminal history, a background screening essentially compares a candidate's profile to his or her actual background.
Any discrepancies between these pieces of information may result in an end to the application process or, later, termination of employment.
A background screening examines several basic portions of a candidate's history.
First, his or her name and addresses are checked and, from here, the criminal history based on each name and location is examined.
However, because verifying his or her past employment and education is also important, these pieces of information will also be screened.
As applicants can be vague or even downright dishonest about their education experience, employment, past salaries, and degrees, verifying all of this indicates a candidate's full character - and if he or she is truly qualified for the position.
Aside from these standard aspects, a background screening may be a more invasive procedure.
Certain positions require more invasive background checks, including positions for home healthcare workers and those working with children, the elderly, and the disabled in various capacities.
In such cases, a candidate's criminal history is screened further.
While a basic check will look at criminal records from his or her name and various locations, other criminal background screenings go even further: a candidate will have his or her fingerprints taken and these will be compared with criminal records in a national database by the FBI.
Beyond examining a candidate's criminal history, a background screening may also look at his or her credit - the history but not the score.
Certain occupations, such as those in the financial sector or those involving money handling, want candidates to show their financial responsibility.
Not only is it seen as an indication of character but also of overall responsibility on the job.
In these cases, a candidate's credit history will be examined and be a factor in his or her employment.