A job test basically means checking the applicant's background. The person he claims with the qualifications listed on the resume or application? Does the candidate have a criminal penalty or other quality or problem that disqualifies him?
It's easy to get employment screening done nowadays – a few mouse clicks will get you an online report on just about anybody via one of the hundreds of Web-based employment screening companies out there. You can also look for professional background screening services.
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But, frankly, many of the screening services being offered online are cursory and, well, unreliable at best. Are you sure you're really getting a valid, reliable screening report? Will it stand up to scrutiny if a legal issue ever happens to your company?
To judge this, you need to know a little about employment-related background checking, which is what this brief article is about. First, you should know that pre-hiring screening is strictly regulated in the United States by federal fair credit reporting laws and various state employment laws.
The law, of course, allows employers to inspect prospective workers, but employers must inform applicants in writing that they intend to do so and that "adverse action" will be taken based on background information.
The inspection (i.e. the person is not hired) then the employer must notify the applicant and disclose the specific detrimental information that was detected. Often this unfavorable information consists of creating a criminal record. In-depth pre-recruitment reviews should always include a thorough criminal record.