By RUSS KENT
MansfieldNewsJournal.com
As if finding a job isn't hard enough. The unemployment rate in Mansfield is approaching 13 percent. This is among the worst parts of the state when it comes to unemployed workers. Talk that the General Motors plant in Ontario might shut down for nine weeks this summer will make those numbers worse.
Thomas Ahearn of MyBackgroundCheck.com e-mailed me last week with a story idea. He said his Web site can correct bad information uncovered by companies when they do background checks on prospective employees.
Courtesy of MyBackgroundCheck.com, here are some common questions and answers about employee background checks:
What's in a background check?
It depends on the job, but the majority of background checks include a social security number, address trace (to locate addresses you may have lived at) and some sort of criminal record search. Many employers seek other information, such as a sex offender search, an employment or education verification, a professional license verification, a motor vehicle driving records examination, or a credit report.
Here are the five most common mistakes found in background checks, and the reasons they occur:
1. Mistaken identity
When you visit a social networking web site like Facebook or MySpace, are you surprised to discover that so many people share your name? It shouldn't come as a shock that a subject of a background check can get mixed up with a less than desirable namesake. What is surprising though, is that most criminal record cases in the United States do not contain your social security number. As a result, courthouses use your name and date of birth as the main identifier. It is easy and common for a criminal record to be returned that has your name, and in some cases your date of birth, as identifiers.
2. Bad social security number
Your nine-digit social security number is more important than your name, since no one is allowed to share your SSN. But a simple typo in one of those nine digits can lead to a lot of trouble during an address trace, which is usually the first step in a background checks. It lists any names and addresses used or associated with the social security number, even deceased people.
3. Identity theft and fraud
Sometimes it's no accident when someone else ends up with your name and your SSN. Identity theft increased 22 percent in 2008 to victimize almost 10 million U.S. adults, according to a report released by Javelin Research. The unauthorized use of another person's personal information to achieve financial gain is rapidly becoming a popular way to earn a living in today's economy. A criminal with your identity can commit crimes, be arrested, and skip a trial, leaving you with a warrant for your arrest.
4. Not "the whole story"
Inaccurate and out-of-date information is bad enough, but sometimes your records don't tell "the whole story," which means that you will have some explaining to do after a background check. "It wasn't my fault..." and "What really happened..." are two phrases that you don't want to say during a job interview. Most experts agree that up-front communication about any criminal record is the best practice to pursue.
Many background checks do not contain all information in a criminal file, only partial information gleaned from a quick glance or an electronic look-up of the record. Items such as dismissals, expungement, diversion programs, or successful completion of parole or probation may be left out. It is important to make sure the prospective employer knows all of the facts.
5. Illegal information
Many states have protections on what information may be included in a background check and how it is procured. For example, California, Montana, Nevada, and New Mexico limit the years your background check report may go back to a maximum of seven years. Other states (Colorado, Kansas, Maryland, Massachusetts, New Hampshire, New York, Texas, and Washington) allow the use of criminal records unless your proposed salary is above a certain amount. Some states restrict the types of records that may be reported.
On a federal level, the use of some criminal records in a hiring decision can be deemed discriminatory.
The U.S. Equal Employment Opportunity Commission has posted its guidelines on the use of criminal records at http://www.eeoc.gov/policy/docs/convict1.html.
Employers must have your permission before doing a background check through a third-party agency.
How do I correct errors?
The law is on your side when it comes to background checks. Prior to making a decision not to hire you, an employer must give you notice of their intent to do so and the name of the company that conducted the background check. They must also give you a copy of the report and wait at least five days to allow you to dispute the information in the report. If an error is found on the report and you dispute it, the employer and the background check company must correct the errors and prove to you that they have done so.
I don't often endorse Web sites. But I briefly glanced at this one and the information on it is relevant and worthwhile. Visit the web site at www.MyBackgroundCheck.com, email info@mybackgroundcheck.com or call 1-800-503-2364.
rkent@nncogannett.com
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