Randisi & Associates’ mission is to help employers protect employees and clients, and increase workforce quality, through pre-employment screening. Many times we talk to clients, and other business associates, about the reports that are available to help a Firm accomplish these goals. Following are reports, available to employers on a preemployment basis, that will help:

Search Options:

   
Criminal Record Search

Reports felony and/or misdemeanor records. A vital report for anyone hiring people. Essential to avoid legal liability from Negligent Hiring. Your choice to search by County, Metro area by County, Statewide, or in Federal Court.

PURPOSE: This search provides criminal information in areas where requested to supply you with additional information to aid in making a better hiring decision.  Read MORE . . .

Motor Vehicle Report

From Department of Motor Vehicles. An excellent tool to help determine if the applicant is a “responsible person”, and how outside behavior might impact their attendance and their health care claims. A necessity for those who drive company vehicles or those who drive their own vehicles on company business.

Credit Report

Shows applicant’s debt load, payment history, any public record information (liens, judgments, bankruptcies), addresses, past and current employers. All 3 bureaus are available. You select the best for your locale.

Social Security Number

Reveals the name of the card holder, current and former addresses whether the number is terminated, deceased, or never issued; where issued; age or year of birth; past and current employers.

PURPOSE: The SSS will let you know, if the Social Security Number is valid, the combination of names used under this social security number and will supply you with prior addresses of the individual as listed on the credit file. This helps to key in on where this individual comes from & how transient they’ve been based on addresses/dates found. Fraudulent database should also be searched for credit card fraud, invalid SSN, etc.  Read MORE . . .

Workers’ Compensation

Will identify a history of claims. Very useful in avoiding the habitual claimant or in properly channeling work assignments involving physical labor or repetitive movements.

Educational Verification

Confirms that the subject actually attended the college, the number of years and the precise degree received, if any.

Prior Employment Verification

Confirms employment, dates, position, job performance, and rehire status.

PURPOSE:  This report will help verify information that the applicant has provided on the application i.e. make sure the applicant has the experience alleged on the application and assure that the applicant is not trying to hide ”employment gaps” in their past.  Many companies now have a policy of providing limited information about previous employees. Accordingly, many human resource personnel feel that asking for prior employment verification and eligibility for rehire is a fruitless task.  Read MORE . . .

Education Verifications

PURPOSE:  This document will assure the applicant has the education that you require for the job.

HINT:  Be sure to obtain the dates attended, i.e., and 1980-1984. Some applicants will the question of dates attended with one number, as in years-attended (4). Many educational facilities must have approximate dates to verify information as they have multiple sources to check. The maiden name must be supplied for females in order to complete the report.

Remember that you must comply with provisions of the Fair Credit Reporting while ordering these, and other consumer investigation reports, for pre-employment investigations.

Do not hesitate to call us if you either have questions or wish to discuss obtaining these reports.

Civil Records

Reveals lawsuits filed by or against subject or business.

Medicaid Sanctions Search

Identifies individuals or employers who have had sanctions brought against them for a crime they committed in association with certain state or government funded agencies.

Professional License Verification

(Nurse, Teacher, Pharmacist, Physician, FAA, others) – Shows accuracy of applicant’s license, current status, disciplinary action, last renewal date, original date of issue, and when it will expire.

Employment & Earnings Search

Shows applicant’s previous employers, and/or earnings history by employer by year. There are six variations of this report.

Name, Address, Telephone Number Search

These reports provide verification of current address, phone number, and the same information for five neighbors.

Business Credit

Shows business debt load, payment history, corp. officers, depending on the size of the business.

Drug Screening – Labs

Comprehensive substance abuse screening program with complete administration services. For both DOT and Non-DOT regulated businesses. Necessary for employees who operate any type of machinery, or drive either a company vehicle or their own vehicle on company business. Some states offer insurance rate reductions and incentives for companies who implement a Drug Free Workplace. Receive test results via HireCheck software or fax. All billing is consolidated with search orders on one CIC invoice.

New Applicants

Entry level: Criminal Record, Driving Record (MVR), SSN, Workers’ Compensation*, Prior Employer Verification.

Warehouse/Production: Criminal Record, Credit, Driving Record (MVR), Workers’ Compensation*, Prior Employer Verification.

Management: Criminal Record, Credit Report, Civil Search, Education Verification, Driving Record (MVR), Prior Employer Verification.

Others, as appropriate: Education, License Verification, Civil Record Search, or Employment and Earnings History.

Current Employees

Never checked before: Criminal Record, Driving Record on drivers, Credit Report on employees handling valuables.

Periodic Checks: A regularly scheduled check of Driving Record or Credit will reveal changes in any behavior that might require some positive corrective action.

- Driver’s MVRs should be checked at least twice a year.
- Employees with access to valuables need a credit check at least each three months.

*NOTE: The Americans with Disabilities Act specifies that the prospective employer may inquire into workers’ compensation history only after a job offer has been made.