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You won't be taking any chances with AIR- we have four different
research methods available to you:
County Court Record Searches
This is the most accurate source of information available on
any local level. Our top-notch researchers perform a live, hands-on
records search at the county courthouse(s). The information contained
in these files is the most current snapshot available on your prospective
employee-- including any arrests and pending cases.
State Records
State records are in a database at the state repository and
are usually compiled from the county courts and local law enforcement
agencies. In many cases, these databases are not updated regularly
and/or not all information is transferred from the courts. In fact,
not all states will report every conviction- some will only report
felony convictions, leaving out the misdemeanors (even some felony
arrests are bargained down to misdemeanor convictions). Unfortunately,
when no record is found in a state index, this may lead to a false
sense of security. In most state repositories (index), open cases
will not be reported. Response time varies from 2 days - 6 weeks.
Not available in all states.
Federal Records
Records are available in all federal districts. These records
are for violation of federal laws and are prosecuted in a federal
court, which is different from the state and county court system.
Examples of federal crimes are bank robbery, interstate drug trafficking,
mail fraud, securities fraud, certain types of firearm violations
and crimes committed on federal property. A nationwide federal search
is available, but you should not confuse this with a nationwide
criminal search.
Multi - State Databases
Many of our customers want a national criminal record search
- unfortunately, there is no national criminal records database
open to the public, or to private businesses! The only such database
is the NCIC which is maintained by the FBI and is only open to law
enforcement agencies and certain businesses required by federal
law to submit employee fingerprints.
There are several proprietary databases available that cover, at
most, 40 states. The information contained in these databases, however,
is "purchased data" from state repositories and other
law enforcement agencies. In many cases, it is not complete, accurate
and can even be outdated by 6-12 months. The FCRA and FTC require
employers to use the most current and accurate information available
when using public records for employment purposes. These databases
have some usefulness; they are a way to do a shotgun approach of
a geographical area that you would not normally search. Of course,
any results found should be followed up by a physical court search
on the county level. AIR Pre-employment Screening does not guarantee
the accuracy of this type of database search.
30% of all resumes and employment applications contain exaggerations
or outright false statements regarding employment history.
At AIR, we contact previous and current employers (with applicant's
authorization) to verify the written statements made by the applicant
on their application/resume. Dates of employment, starting and ending
title(s), salary (if available), termination status, and eligibility
for rehire are verified. If possible the applicant's listed supervisor
is also interviewed to determine job performance, attendance, willingness
and capability. Our search even goes the extra step: we provide
you with the name, title, and telephone number of the party that
verified the information. The report will highlight any discrepancies
or adverse information uncovered during the verification process
for you.
27% of all resumes and employment applications contain exaggerations
or outright false statements regarding the applicant's academic
achievements.
We verify the highest attempted and/or earned degree and confirm
the written statements provided by your applicant on their application/resume.
The educational Institution is contacted to verify the following:
dates of attendance, course of study, graduation status, and type
of degree, achievements and/or honors. We even provide you with
the name, title, and telephone number of the party that verified
the information. The report will highlight any discrepancies or
adverse information uncovered during the verification process.
An important first step: we verify the true identity of your
applicant.
The applicant's Social Security Number is run through various databases
to determine the validity of the number, date and state of issue.
This search reports if the number is an actual issued Social Security
Number, to whom it was issued and any other names that may be associated
with the number.
Before you put an employee behind the wheel of your company
vehicle, make sure you complete a thorough driving record search.
We provide a factual record of the driving history of your applicant.
This report determines if the driver's license is current and valid
- many people continue to drive on a suspended or revoked license.
All traffic violations including DUI and DWI are also reported.
This information comes straight from the records of the motor vehicle
department of each state. Not all states report the same time frame
history of the record; some states may only report a 3-year history
while other states report 5 or 7 years.
Will your employee be tempted to do something illegal or steal
from you because of their financial situation?
What we offer is a pre-employment credit report obtained from one
of the 3 major credit reporting repositories. This report shows
the various credit lines and loans including the amounts outstanding
and payment history. Previous addresses may be reported along with
certain civil actions and bankruptcy information.
This timely search will assist you in determining if the applicant
is physically capable of performing assigned duties.
A search is conducted through the state worker's compensation claims
database to determine if the applicant has filed any claims. If
claims are found the following information will be reported (if
available): Type of injury, result of injury, claim amount, medical
follow up, date and employer claimed was filed against. Information
not available in all 50 states. This report should be used post
hire. Not available in all states.
Was the applicant really in the service, or…?
An inquiry is made to the armed services personnel department to
determine if a military service record exists for the applicant.
We will report dates of service, rank, discharge and/or current
status. Note: this type of verification can take an extended time
frame to complete.
Nothing defines the image of your applicant more than those who
really know him/her via professional and social relationships. We
take every step to verify the applicant's character, reliability,
trustworthiness, competency, professional abilities and integrity.
Verification of validity and status of the applicant's licensing,
credentials or registrations.
The issuing authority is contacted to determine if the applicant
holds a certificate, license or registration as a qualification
in a particular field. The date and origin of issue is verified
- status is reported and expiration and or review, if any, are reported.
Adhere to a strict substance abuse policy and you will discourage
users of illegal drugs from seeking employment within your organization.
AIR can provide you with reliable test results that can be verified
in 24 hours. 5, 8 or 10-panel drug screening is performed either
onsite or at the nearest lab to your facility or employee's home.
Both D.O.T and non-D.O.T are offered.
Are you trying to determine if an individual and/or entity is
prohibited from doing business with or participating in any programs
within and contracted to the Federal government?
The Federal Medicare/Medicaid sanctions lists as well as the GSA
sanctions list are searched to determine if your applicant has been
identified and placed in disbarment by the federal government.
What have your employees been up to in the past 12 months?
This program is recommended for all of your current employees.
Has your employee been arrested with a court case pending as a result
of a crime committed the past year? Are they currently on probation?
Has their driving record deteriorated? Have they experienced financial
difficulties that may lead to temptation or need?
A lot can happen during the course of 12 months. AIR can review
your employee's criminal history, driving record and credit history
for the past year. We offer each of these checks to our clients
at a 25% discount to encourage them to keep their workplace safe
and problem free.
A must know!
Your business can't afford hiring the worst kind of criminals-especially
when they can threaten your employees and customers. We can help
by searching individual state databases on violent sex offenders
who are required to register their home addresses. This service
is particularly important for businesses that deal frequently with
the elderly and children.
Improve your employee retention rate. By conducting exit interviews,
we can help you identify problem areas that are causing unnecessary
employee turnover.
The use of a neutral third party has proven that more candid information
may be obtained from a departing employee. This information is valuable
to determine if there is a personnel or physical problem that is
increasing your employee turnover rate. Examples can range from
compensation issues, working conditions, company image, or supervisor
discord. This service is available either by a one-to-one telephone
interview or via a web-based program.
Help locate previous employee's current mailing addresses.
It's the end of the year and you need to send your employees (present
and past) their
401K beneficiary information. The last address you had for the past
employee is not current and the past forwarding order has expired.
What do you do? Request our address locator report. This report
will list the last reported address of the employee. In most cases,
it will be the address you need.
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