Personal Background checks
are also required for those working in
positions with special security concerns, such as trucking, ports of
entry, and airline transportation.
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Other
laws exist to prevent those who do not pass a background check from
working in careers involving the elderly, disabled, or children. |
Possible Information
Included in a personal background check
The amount of information included on a
personal background check depends to a large degree on the sensitivity of
the reason for which it is conducted—e.g., somebody seeking employment
at a minimum wage job would be subject to far fewer background check
requirements then somebody applying to work for the FBI.
Criminal and
incarceration records.
Litigation
records. Employers are always terrified of employees who
routinely file discrimination lawsuits even if a firing was clearly for
cause. Also, in the U.S., employers that do work for the government do
not like to hire whistleblowers who have a history of filing qui tam
suits.
Driving and vehicle records.
Employers in the transportation sector keep insurance premiums down by
hiring those with a clean driving record--eg, those without a history of
accidents or traffic tickets.
Drug tests are used for a variety of reasons--corporate ethics,
measuring potential employee performance, and keeping workers'
compensation premiums down.
Education records. These are used
primarily to see if the potential employee had in fact received a
college degree. There are reports of SAT scores being requested by
employers as well.
Employment records. 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.
Financial information: Individuals with poor credit scores, liens, civil
judgments, or those who have filed for bankruptcy may be at an
additional risk of stealing from the company.
Licensing records. A government
authority that has some oversight over professional conduct of its
licensees will also maintain records regarding the licensee, such as
personal information, education, complaints, investigations, and
disciplinary actions.
Military records. Although not as
common today as it was in the past fifty years, employers frequently
requested the specifics of one's military discharge.
Social Security Number. A fraudulent
SSN may be indicative of identity theft, insufficient citizenship, or
concealment of a "past life".
Other interpersonal interviews.
Employers will usually wish to speak with potential employees'
references to gauge employability. More intensive background checks can
involve interviews with anybody that knew or previously knew the
applicant--such as teachers, friends, coworkers, and family members.
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