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46-546: The Integrity Inventory, when used as a pre-employment screening tool, predicts individuals’ likelihood of engaging in Counterproductive work behaviors including assessing: ethics and moral character , work attitudes, theft attitudes, potential for substance abuse (i.e., alcohol or drug use), emotional stability, turnover intentions, and/or behaviors that are hazardous and place the civilian population and coworkers at heightened risks. Qualified individuals with

92-502: A CV is generally used when applying for a position in academia, while shorter CVs (also called résumés in North America) are generally used when applying for a position in industry, non-profit organizations, and the public sector. In recent years, there has been a move by research funding organizations, supported by the responsible research movement , towards the use of narrative academic CV formats, intended to add more emphasis to

138-453: A CV outside academia. CVs are often tailored to change the emphasis of the information according to the particular position for which the job seeker is applying. A CV can also be extended to include an extra page for the jobseeker's publications if these are important for the job. In academic and medical careers, a CV is usually a comprehensive document that provides extensive information on education, publications, and other achievements. Such

184-696: A background check on an applicant. An employer could check the applicant's Facebook , Twitter , and LinkedIn accounts to see how the applicant behaves outside of work. U.S. employers are legally prohibited from taking into account anything they discover about a person's marital status, sexual orientation, religion, or political views when making the final decision to hire or not hire the applicant. Some companies provide Media Mentions Reports collected from open sources including Social Media public accounts. Employers may investigate past employment to verify position and salary information. More intensive checks can involve interviews with anybody that knew or previously knew

230-769: A business necessity as outlined in the U.S. Equal Employment Opportunity Commission ’s Uniform Guidelines on Employee Selection Procedures. Psychological testing is a standard and growing practice for human resources departments throughout the United States who seek high integrity employees. This exam has the sensitivity needed to accurately assess the individuals that will be charged with protecting our lives, families, property, and businesses. The Integrity Inventory displays no adverse impact against protected classes and allows you to select and rank-order candidates most likely to succeed based on their integrity and honesty. Pre-employment screening A background check

276-405: A copy of the background check so that the applicant has the opportunity to make sure that the information in the background check is correct. The employer is not permitted to keep the personal information for a longer period than necessary. Restrictions and Laws on Background checks The employer has to treat the personal information from the applicant as confidential. The applicant has to receive

322-430: A copy of the background to check or update the information that appears on the background check. The employer can not retain the information more than it is necessary. The employer has to give any one who comes in contact with the information of the applicant a code of conduct. The company has to go through an audit to make sure they are complying and protecting the data. Restrictions and Laws on Background Checks During

368-551: A criminal check from working in careers involving the elderly, disabled, or children. Pre-employment screening refers to the process of investigating the backgrounds of potential employees and is commonly used to verify the accuracy of an applicant's claims as well as to discover any possible criminal history , workers compensation claims , or employer sanctions. The Brazilian legal system prohibits discrimination against people. Many people consider background checks to be discriminatory. Regulation and Laws on Background Checks It

414-464: A fee. These "instant" searches originate from a variety of sources, from statewide court and corrections records to law enforcement records which usually stem from county or metro law enforcement offices. There are also other database-type criminal searches, such as statewide repositories and the national crime file. A commonly used criminal search by employers who outsource is the county criminal search. Employers could use social media as tool to conduct

460-619: A job, but it can also happen at any time the employer deems necessary. A variety of methods are used to complete these checks, including comprehensive database search and letters of reference . In the 2000s, background checks became far more common after 9/11 . There are 17 common types of background checks employers use to verify a new hire. The checks can include: Each check is briefly explained along with its purpose and how it helps employers make informed hiring decisions. Employers often request background checks on job candidates for employment screening, especially for candidates seeking

506-488: A job-oriented social-networking service such as LinkedIn . In general usage in all English-speaking countries, a CV is short (usually a maximum of two sides of A4 paper), and therefore contains only a summary of the job seeker's employment history, qualifications, education, and some personal information. Such a short CV is often also called a résumé only in North America, where it is however also often called

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552-423: A legal authorization). A government agency traditionally administers these checks for a nominal fee, but private companies can also administer them. Results of a background check typically include past employment verification, credit history, and criminal history. The objective of background checks is to ensure the safety and security of the employees in the organization. These checks are often used by employers as

598-685: A means of judging a job candidate's past mistakes, character , and fitness, and to identify potential hiring risks for safety and security reasons. Background checks are also used to thoroughly investigate potential government employees to be given a security clearance . However, these checks can sometimes be used for illegal purposes, such as unlawful discrimination (or employment discrimination ), identity theft , and violation of privacy . Checks are frequently conducted to confirm information found on an employment application or résumé / curriculum vitae . One study showed that half of all reference checks done on prospective employees differed between what

644-547: A permit whether or not those involved arrests that might show up on a criminal history." The Brady Campaign to Prevent Gun Violence has criticized the federal policy, which denies constitutional rights based on a criminal check only if the subject has been accused of a crime. Comprehensive Employment and Training Act Curriculum vitae In English, a curriculum vitae ( English: / ...   ˈ v iː t aɪ , - ˈ w iː t aɪ , - ˈ v aɪ t iː / , Latin for 'course of life', often shortened to CV )

690-405: A position that requires high security or a position of trust , such as in a school, courthouse, hospital, financial institution, airport, and government. Background checks in the corporate realm have become a commonplace practice for many companies, aimed at mitigating legal liabilities and preventing adverse actions within their workforce. They can also be requested when purchasing a firearm (from

736-429: A reduced risk of such counterproductive workplace behaviors are selected for employment, leading to a more productive workforce. Counterproductive workplace behaviors lead to real financial losses for business; in the public safety and private sector, such behaviors are hazardous and place the civilian population and coworkers at heightened risk. As such, the prediction of counterproductive workplace behaviors constitutes

782-560: Is a loanword from Neo-Latin , which is why it was traditionally spelled curriculum vitæ using the ligature æ , also in English, but this is now rare. In English, the plural of curriculum alone is often curriculums instead of the traditional Latin plural curricula , which is why both forms are recorded in English dictionaries. The English plural of curriculum vitae is however almost always curricula vitae as in Latin, and this

828-410: Is a process used by an organisation or person to verify that an individual is who they claim to be, and check their past record to confirm education, employment history, and other activities, and for a criminal record . The frequency, purpose, and legitimacy of background checks vary among countries, industries, and individuals. An employment background check typically takes place when someone applies for

874-568: Is a short written summary of a person's career , qualifications , and education. This is the most common usage in British English . In North America, the term résumé (also spelled resume ) is used, referring to a short career summary. The term curriculum vitae and its abbreviation, CV, are also used especially in academia to refer to extensive or even complete summaries of a person's career, qualifications, and education, including publications and other information. This has caused

920-484: Is the responsibility of the employer to treat all personal information collected from the employee as confidential information and to limit the access to this information within the organization. The employer cannot retain the personal information from the applicant and must have protective measures in case of data breach. The employer must give the applicant the ability to access the personal information being held about them. Dutch Data Protection Authority must be notified of

966-504: The 2007–2008 financial crisis , the level of fraud almost doubled. Background-checking firm Powerchex claimed the number of applicants lying on their applications increased after the start of the 2007–2008 financial crisis . In 2009, Powerchex claimed that nearly one in 5 applicants has a major lie or discrepancy on his or her application. Almost half (48%) of organizations with fewer than 100 staff experienced problems with vetted employees. The research shows how many failures occurred in

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1012-745: The Fair Credit Reporting Act : Subsection (b) provides for an exception if the report is in connection with "the employment of any individual at an annual salary which equals, or which may reasonably be expected to equal $ 75,000, or more". Some proposals for decreasing potential harm to innocent applicants include: In New Zealand , criminal checks have been affected by the Criminal Records (Clean Slate) Act 2004 , which allows individuals to legally conceal "less serious" convictions from their records provided they had been conviction-free for at least seven years. In Michigan ,

1058-442: The credit score is considered satisfactory. Individuals must also give consent in order for the employer to obtain a credit report. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individual's credit report as a "soft inquiry" and do not affect the individual's credit score. Drug tests and credit checks for employment are highly controversial practices. According to

1104-554: The Privacy Rights Clearinghouse, a project of the Utility Consumers' Action Network (UCAN): "While some people are not concerned about background investigations, others are uncomfortable with the idea of investigators poking around in their personal histories. In-depth checks could unearth information that is irrelevant, outdated, taken out of context, or just plain wrong. A further concern is that

1150-408: The accuracy of their information, thus many of them have incomplete records or inaccurate records. The only way to conduct an accurate background check is to go directly through the state. Most times using the state of choice is much cheaper than using a "third party" agency. Many websites offer the "instant" background check, which will search a compilation of databases containing public information for

1196-445: The applicant granting approval of the background check. The employer must be in accordance with the Fair Credit Reporting Act . The employers have to guarantee that they will not discriminate against the applicant. Most notably, the Fair Credit Reporting Act (FCRA) regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to

1242-503: The applicant, and destruction and safekeeping of records. If a consumer report is used as a factor in an adverse hiring decision, the applicant must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Individuals are entitled to know the source of any information used against them, including a credit reporting company . Individuals must also consent in order for

1288-546: The applicant—such as teachers, friends, coworkers, neighbors, and family members; however, extensive hearsay investigations in background checks can expose companies to lawsuits. Past employment and personal reference verifications are moving toward standardization with most companies in order to avoid expensive litigation. These usually range from simple verbal confirmations of past employment and timeframe to deeper, such as discussions about performance, activities and accomplishments, and relations with others. The past experiences and

1334-444: The average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks. Financial service firms had the highest proportion of respondents who outsource the service, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider. The construction and property industry showed the lowest level of outsourcing, with 89% of such firms in

1380-475: The background check. Restrictions and Laws on Background checks The first Polish research on the issue of pre-employment screening shows that 81% of recruiters have come across the phenomenon of lies in the CVs of candidates for the job. It is the responsibility of the employer to collect necessary information and to protect it so that only certain people in the organization can access it. The applicant must receive

1426-417: The basis of results obtained through a database search. Database searches, as opposed to source records searches (search of actual county courthouse records), are notoriously inaccurate, contain incomplete or outdated information, and should only be used as an added safety net when conducting a background check. Failure by employers to follow FCRA guidelines can result in hefty penalties. In the United States,

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1472-460: The companies which have provided these experiences are also verified and researched upon to detect frauds. A fraudulent SSN may be indicative of identity theft , incorrect claims of citizenship status, or concealment of a "past life". Background screening firms usually perform a Social Security trace to determine where the applicant or employee has lived. The hiring of undocumented workers has become an increasing issue for American businesses since

1518-661: The company with adverse action letters, and ensure compliance throughout the process. It is important to be selective about which pre-employment screening agency one uses. A legitimate company will maintain a background check policy and will explain the process. Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as sex offender registry , credential verification, skills assessment, reference checks, credit reports and Patriot Act searches are becoming increasingly common. Larger companies are more likely to outsource than their smaller counterparts –

1564-409: The employee. Employers have to verify that the information disclosed to them is true because if it is false, the employer will be violating the civil rights of the employee. There are a variety of types of investigative searches that can be used by potential employers. Many commercial sites will offer specific searches to employers for a fee. Services like these will actually perform the checks, supply

1610-422: The employer could use criminal records as verification as long as the employer does not discriminate based on race, color, religion, sex or national origin, as analyzed under the disparate treatment and disparate impact frameworks. There are several types of criminal record searches available to employers, some more accurate and up to date than others. These "third party" background checking agencies cannot guarantee

1656-483: The employer to obtain a credit report. Restriction and laws on Background Check Title XLV, section 768.095 of the Florida Statutes is a law that allows former employers to disclose information about an employee to a future employer, protecting employers from negligent hiring liabilities. Employers use disclosed information from past employers when a background check does not provide enough information on

1702-468: The formation of the Department of Homeland Security and its Immigration and Customs Enforcement (ICE) division, as immigration raids have forced employers to consider including legal working status as part of their background screening process. All employers are required to keep government Form I-9 documents on all employees and some states mandate the use of the federal E-Verify program to research

1748-1056: The job applicant provided and what the source reported. They are also conducted as a way to differentiate potential employees further and pick the one the employer feels is best suited for the position. Employers are obligated to ensure their work environment is safe for all employees and helps prevent other employment problems in the workplace. In the United States under the Gun Control Act of 1968 , citizens and US residents must be 18 years or older to purchase shotguns, rifles, or ammunition. All other firearms – such as handguns – can only be sold to individuals 21 or older. Restricted firearms (like machine guns ), suppressors , explosives or large quantities of precursor chemicals , and concealed weapons permits also require criminal checks. Checks are also required for those working in positions with special security concerns, such as trucking, ports of entry , and airports (including airline transportation). Laws exist to prevent those who do not pass

1794-439: The relationship between employer and employee over the years and what dangers it brings. Applicants usually lie about additional skills (85%), dates of employment (58%), responsibilities (53%) or positions (28%). The Financial Services Authority states in their Training & Competence guidance that regulated firms should have: The Financial Services Authority 's statutory objectives: The employer must obtain consent from

1840-451: The report might include information that is illegal to use for hiring purposes or which comes from questionable sources." In May 2002, allegedly improper post-hire checks conducted by Northwest Airlines were the subject of a civil lawsuit between Northwest and 10,000 of their mechanics. In the case of an arrest that did not lead to a conviction, employment checks can continue including the arrest record for up to seven years, per § 605 of

1886-440: The sample carrying out checks in-house, making the overall average 16%. This can increase over the years. Companies that choose to outsource must be sure to use companies that are Fair Credit Reporting Act (FCRA) compliant. Companies that fail to use an FCRA compliant company may face legal issues. As a general rule, employers may not take adverse action against an applicant or employee (not hiring or terminating them), solely on

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1932-661: The societal relevance of a scientist's research, teaching, and outreach work. In October 2024, the Government of Canada's main research granting councils -- NSERC , SSHRC , and CIHR -- announced "... a new CV template that would allow applicants to include a free-form narrative personal statement, aligning with trends seen in other funding agencies like the US National Institutes of Health and UK Research and Innovation." The term curriculum vitae can be loosely translated as '[the] course of [one's] life'. It

1978-444: The system of criminal checks has been criticized in a recent case where a shooting suspect was able to pass an FBI check to purchase a shotgun although he had failed the check for a state handgun permit. According to the spokesman of the local police department, "... you could have a clear criminal history but still have contacts with law enforcement that would not rise to the level of an arrest or conviction [that can be used] to deny

2024-560: The use of these terms to refer to documents with different contents and lengths. In many countries, a short CV is typically the first information that a potential employer receives from a job-seeker, and CVs are typically used to screen applicants, often followed by an interview . CVs may also be requested for applicants to postsecondary programs, scholarships, grants, and bursaries. In the 2010s it became popular for applicants to provide an electronic version of their CV to employers by email , through an employment website , or published on

2070-691: The widespread misconception that it is incorrect to refer to short CVs as CVs in American English and that short CVs should be called résumés, but this is not supported by the usage recorded in American dictionaries. For example, the University of California, Davis notes that "[i]n the United States and Canada, CV and resume are sometimes used interchangeably" while describing the common distinction made in North-American academia between

2116-444: The working status of Social Security numbers . With increased concern for right-to-work issues, many outsourcing companies are sprouting in the marketplace to help automate and store Form I-9 documentation. Credit checks are conducted for applicants who are applying to positions that deal with financial records or deal with a lot of money. For example, in the state of Illinois, employers could use an applicant's credit history , only

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