Every business can benefit from performing some type of background check. Employee background checks are especially important when hiring a CDL driver. In fact, they are required by DOT regulations. Resume distortion has always been a problem. Studies show that 40% of job seekers either provide false information or distort employment applications in some other way. Many applicants provide misleading information on applications or resumes, because they believe employers won't check for accuracy. For the most part, this is true. Most employers do not verify the information they received about an applicant's past. Since most employers believe they cannot legally check a prospective employee's past, or don't take the time to, they wind up inheriting another company's "problem child". The truth is that as long as the checks are being done "for employment purposes", there is a significant amount of information available on both applicants as well as current employees. You must, by law, advise the applicant in writing of your intention to do background checks, and get their permission, in writing, to conduct them.
Aside from the required checks, there are quite a few other checks you can and should perform "for employment purposes." Education verification, criminal records, and worker's compensation are just a few examples of the many important background checks available. The questions you need to ask yourself as an employer are-What is the required job function of the person selected for the position?What information would be good to know about the person who will fill this position?
First of all, what background checks are required per DOT mandate and how far back into work history do you need to research:
- Initial Motor Vehicle Report (49 CFR Part 391) Report for past three years in each state where the applicant held a driver's license during that time.
- Prior Employer Verification (49 CFR Part 391) Inquiry for past three years to verify dates and times are accurate and any gaps in employment are explained.
- Safety Performance History Investigation (49 CFR Part 391) Inquiry for past three years regarding the applicants Safety Performance History with DOT regulated employers, alcohol and controlled substances prohibited conduct and accident records.
Now what optional background checks can you do and why would you want to:
Credit Check - Will the employee have access to company credit cards or bank accounts?
National Wants and Warrants - Are there outstanding warrants, nationwide, for applicant?
Education Verification - Does the position require a degree?
Criminal Record Report - What does a felony conviction say about the applicant?
Previous Resident Check - Is candidate a "gypsy" and does not stay in one place or one job?
Social Security Number Verification - Is the number applicant gives actually theirs?
Workers Compensation Claims Check - Is this "an accident looking for a place to happen"?
Which background checks are right for your company? Clearly, you would want to choose background checks that would benefit your specific situation. For instance, even if not under federal mandate to do so, you may want to run a Motor Vehicle Report before entrusting an employee with your vehicle. If you have employees who work unsupervised with expensive equipment, you may want to run a Criminal Record Report to check for a theft or burglary charge. These background checks should coincide with checking references, verifying past employment and education. Performing these checks will help you understand the driver's work habits as well as their personal characteristics.
Employee Background Check Services