The importance of business background checks is becoming increasingly evident, especially for franchisors and employers. These checks provide a comprehensive view beyond individual backgrounds, offering insights into various facets of a business.

For franchisors and employers, the challenges of hiring franchisees or employees who own businesses are unique, making business background checks a crucial tool in making informed decisions.

Identity verification should be the first step in your background investigation process, but not all employers do their proper due diligence.

Name-only matching procedures do exist in background checks, and they put your business in jeopardy of a detrimental hire. Let’s dive into the issues with name-only matching, and how you can avoid this practice to protect your business.

In the intricate world of background investigations, determining the cost of the check isn't a straightforward equation of dollars per search. It's a complex dance influenced by various factors. So, let's dive in and unravel why some people's background investigation comes with a higher price tag than others.

In the world of modern recruitment, Applicant Tracking Systems (ATS) have become indispensable tools for HR teams. With numerous options available, making the right choice can be a daunting task. In this blog, we will guide you through what an ATS is, why they are used, and how to choose the right one for your business.

An ATS, or Applicant Tracking System, is a software application designed to streamline the recruitment process. Essentially, it serves as a central hub for managing job applications and candidate information, making it easier for HR teams to handle every aspect of the hiring process.

Unlocking the full potential of your workforce begins with an effective hiring process. As HR professionals, you know that bringing in the right talent and seamlessly integrating them into your organization is a critical aspect of success.

From conducting a thorough interview to implementing a robust Preadverse and Adverse Action Policy, these steps are designed to ensure that your organization thrives from day one. Let's dive in and discover how to elevate your hiring process.

Once you hire an employee or bring on a volunteer, it's easy to assume their background has been thoroughly vetted. However, to truly protect your organization, it's essential to maintain continuous oversight of individuals' records.

Why is monitoring your staff vital? It provides an extra layer of protection for your organization. Employers can proactively identify arrests made within the United States involving employees, volunteers, tenants, contractors, or board members.

The world of hiring is changing. As businesses compete for top talent, they need to find new ways to streamline the onboarding process and ensure they are hiring the best possible candidates.

One area where AI is having a major impact is background checks. New tools can have a major impact on the speed of an investigation. While the best background investigation companies always use a touch of human intervention, AI helps gather information to review.

Consolidation is a natural step in the evolution of all industries. Larger players identify opportunities to fortify their strengths or fill gaps in their offerings, and, at the same time, smaller companies recognize they simply don’t have – and can’t acquire – the resources needed to meet future market demand. The Background Investigations industry is no exception.

As the demand for background checks continues to rise and the complexity of these screenings increases, there has been a corresponding amount of merger and acquisition (M&A) activity in the industry.

In today's digital age, where information is readily accessible and technology permeates every aspect of our lives, background investigations have had to adapt and evolve. As a result, Cyber Investigations™ and social media checks have emerged as vital tools.

With a few clicks, one can access an abundance of personal information, professional profiles, and online interactions that were previously unavailable.

Whether we know the details of where or how, Artificial Intelligence (AI) has been part of our lives for many years. However, the acceleration of AI development, and most notably, its entrance into the mainstream through public-facing tools such as ChatGPT, has placed this technology on the doorstep of nearly every consumer and business.

As with many new technologies, AI offers the promise of great advances balanced out by varying degrees of consequences – both seen and unseen. Sam Altman, the chief executive of OpenAI, the company whose platform powers ChatGPT, testified to a Senate committee that “if this technology goes wrong, it can go quite wrong.” Yikes.

A background investigation often involves third party government fees that vary based on the jurisdiction, the type, and extent of the investigation. These fees are imposed by government agencies, and other third parties, and cover the cost of accessing and retrieving specific information.

When conducting a background investigation, third party government fees come into play when accessing records such as criminal history, driving records, employment verification, credit history, or educational credentials.

Similar to the way a background investigations’ company screens job candidates prior to their hiring, employers should do their own due diligence before choosing a background investigations partner.

Many employers wrongly assume that each company is providing the same basic offering, so they are likely to prioritize pricing or turnaround time as the key factors in their decision. However, this approach ignores an important, and largely unknown, capability that can make the difference between a valuable partner and one that misses critical information.

Social media platforms have become an integral part of our daily lives and can provide insights into a candidate's character. Analyzing social media profiles can help evaluate their behavior, communication skills, values, and attitudes.

Every industry has its own jargon with different terms often being used to refer to the same thing. It’s largely a matter of preference which one an individual or business employs.

But in some cases, terms are treated interchangeably when, in fact, they are not. Such is the case with Ban the Box, Fair Chance, and Clean Slate. While each of these terms broadly refers to legislation or policies designed to limit discrimination of job applicants with criminal records, the details vary widely, sometimes within the same category.

In the event a company has to hire an executive level position, the individuals that apply usually have extensive resumes. For example, executive level applicant’s normally have extensive Education and Employment history, along with years serving as a Volunteer or as part of an organization's Board. Confirming the accuracy of this information before hire can be the difference between hiring a career executive, and a PR nightmare.

It seems obvious that you would want to subject C-level executives to more exacting background checks. Yet, too often, we see companies do the same basic investigations on all of their applicants – from entry level staff to their top executives.

While it’s certainly better to do a basic background check than none at all, the stakes are clearly higher for executives since the risks of making a bad hire can have serious repercussions on the business; particularly when information that should have been flagged is missed. Consequences can range from a decline in employee morale and the tarnishing of a company’s brand to falling stock prices and damaged partnerships.

An Individualized Assessment Decision Matrix is a valuable tool in background investigations as it allows for a systematic and objective evaluation of a candidate's qualifications and suitability for a role. By breaking down the candidate's qualifications, skills, experience, and other relevant factors into an assessment, a hiring manager can weigh the pros and cons of each candidate and make a more informed hiring decision.

Studies estimate that 40% - 60% of applicants embellish or simply lie on their resumes. Some of the more common falsified claims relate to years of experience, job titles, education, length of service at previous employers, salary, and job skills.

These types of deceptive practices are certainly not news to HR departments. Most HR managers expect, and are accepting of, a certain amount of embellishment. Otherwise, they would be eliminating half of their applicant pool and would be severely limiting their ability to fill positions in a timely manner.

That means, if an employer only runs county criminal searches in New York they are not getting all misdemeanors. If they did get a misdemeanor record it is only because it started out as a felony and was pled down.

Usually this doesn’t happen, but in some cases the county court will wrap up the case with the plea and then have a misdemeanor record in its files. That doesn’t mean the employer is obtaining all misdemeanor information available on a subject though.