A business is as good as it employees. If your organization has many motivated and focused employees, you are likely to achieve your goals. In most cases, when you are hiring, you will hire people you have never met. Yet it is very important to know what they have done before and if you take any risk when you employ them. Imagine the cost of losing your reputation against that of spending some time and money to do a background run of your employee. Most of the information on the 6 employment background screening reports of a person is kept confidential by their custodians and there will either be need for legal approval or consent from the prospective employee.
To understand your employee, you may need to look into their criminal record. You should consult your attorney on how far you can dig into your prospective employee’s criminal history without hurting his or her right to privacy. However, you can get substantial information that can back you legally not to hire a person from FBI.
You may need to verify how honest your employee is when you are hiring. However there is restriction on how far you can go to prove that your employee is honest during the interview. In most cases polygraph is not legally permissible on prospective employee. There are no legislations prohibiting use of written lie detection tests but they can easily be challenged legally on the grounds of discrimination. Check out at fast reports over here.
Medical records are in most cases very confidential matters. It is not expected that an employer would deny a person a job because of their medical history. However it may still be important to find out if the employee in question is able to perform a certain task. Many health care providers will keep medical information of their employee till they get approval from appropriate authorities. Otherwise it is legal to find out if your employee is in position to perform the task he or she is being hired for.
Financial history may also be your concern as an employer. There are limits to which you can access financial history of a person. For instance, you may need to have credit history of your prospective employee supplied to you before you hire. However, you will need to have their consent to get such information. Information on bankruptcy is always in the public domain, but that is not supposed to form a basis why you should not hire a person.
Information on a person’s academic history are also protected unless the individual provides them personally or it is with their consent. It would be considered birch of privacy to get information on academic performance without their consent opening your organization up for legal suit.