There are all kinds of reasons that Georgia businesses choose to check on the truthfulness and qualifications of a potential employee. Sometimes companies have had bad experiences with workers who lied on job applications or exaggerated their abilities. If you are an employer who has decided to perform formal employment background screening Valdosta GA professionals want you to know that there are strict laws and regulations that may apply.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
If you are going to investigate an applicant's history, you have some obligations to them. They must be made aware that the research is going to be done. This requires their signature on a paper that is separate from the job application. If you decide not to hire the person applying, you must give them that information. In most states, that individual has the right to see the report that was generated.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Small businesses often opt to do their own research instead of employing an outside company. In this case, some things should be taken into consideration. They should have a good working knowledge of what the rules and regulations are pertaining to screenings. There are agencies available to give general advice, usually for free. Be careful of websites that promise to do all of the background work for a fee. They are not always reliable.
Employers want to hire good, honest workers who will stay with their companies for long periods of time. Checking job applicants out in the beginning can save a lot of headaches later.
Most corporations have companies that screen the backgrounds of job applicants. They do not have the time to do the research for themselves. Small businesses have to make the decision to either do the fact checking on their own or hire a professional to do the legwork for them. It may be that only some of the positions in a small company require this kind of employee scrutiny.
If you are going to investigate an applicant's history, you have some obligations to them. They must be made aware that the research is going to be done. This requires their signature on a paper that is separate from the job application. If you decide not to hire the person applying, you must give them that information. In most states, that individual has the right to see the report that was generated.
A resume usually includes the applicant's work history, education level, and references. He or she should expect this information to verified by the hirer without any formal paperwork. If the business doing the hiring wants to look into any driving violations, criminal history, worker's compensation filings, credit reports and medical records for example, the proper documents must be filled out and signed by all parties.
It is permissible for businesses to look into the backgrounds of people who are not actually employees of the company. Companies that hire independent contractors may check their credentials as well. Individuals who hire nannies, babysitters, personal assistants, and gardeners can also research backgrounds before employing the individuals.
It sometimes becomes necessary to investigate a current employee suspected of some misconduct in the workplace. When this happens, the employer has no obligation to inform anyone of any private checking going on. If it turns out the person being investigated appears to be guilty of violating company policy, of theft, or breaking local, state, or federal laws, the business does not have to supply the dismissed employee with any documentation. Employers are within their rights to turn any pertinent information over to the authorities, if the situation warrants it.
Small businesses often opt to do their own research instead of employing an outside company. In this case, some things should be taken into consideration. They should have a good working knowledge of what the rules and regulations are pertaining to screenings. There are agencies available to give general advice, usually for free. Be careful of websites that promise to do all of the background work for a fee. They are not always reliable.
Employers want to hire good, honest workers who will stay with their companies for long periods of time. Checking job applicants out in the beginning can save a lot of headaches later.
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