Service Spotlight

Internal Retail Theft Databases Under Scrutiny

The database called out by the New York Times is unique. It is not used in a traditional employment background check—it is a proprietary tool called Esteem that is owned by a private company and was built by contributions from the retailers themselves. It does not contain information from the public record—its made up of self-reported incidents that are usually collected by a store’s loss prevention team.

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Fingerprint-Based Criminal Checks: Nice Work if You Can Get It!

Many people outside the law enforcement and screening industries believe that a fingerprint-based criminal check is the ultimate determinant of criminal history.

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Credit Reports: A Window to the Soul?

What is a credit report? Why are they so difficult to understand? Why are they so long?

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Rave Reviews for EmployeeScreen University

EmployeeScreen University is evolving faster than you can say . . . "EmployeeScreen University". Check out some of the latest and greatest updates.

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Background Screening Paradigm Shift: Time to Embrace Database Search?

EmployeeScreenIQ has been opposed to conducting National Criminal Database Searches as the sole resource for a criminal background check. That position has not and will not change. Where we have become not-so-publicly enlightened up until now is the benefit of conducting such a search as a complement to a thorough criminal record search.

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Employment Verifications: Less May No Longer Be More

Less may no longer be more when it comes to employment verifications.

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Social Security Number Trace: The Misunderstood Path to Success

While the precise content of the SSN Trace cannot be considered 100% conclusive, no criminal background check should be considered complete without referencing this important tool.

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Global Screening: The New Frontier in Background Checks

So you’re looking to hire an applicant that has lived or resides outside of the United States? You should still conduct a background investigation, right? Far too often, well intentioned HR executives and recruiters overlook this vital step in the hiring process, thinking international background information is either inaccessible or unduly expensive. Increasingly, U.S.-based companies and multinational employers based overseas assume unnecessary risk when hiring candidates from outside the U.S. if they fail to perform due diligence on those individuals. The “Background” on international background screening

Today, we are at an interesting crossroads for both U.S. and international screening. The advent of the internet has made access to and mobility of information easier than ever worldwide. This has resulted in great efficiencies, as well as unintended side effects, such as privacy violations and identity theft. In the U.S., these side effects have been addressed through federal and state legislation requiring a permissible use for the information and strict guidelines regarding information handling and ensuring accuracy and reliability.

Internationally, there are few standards in employment screening processes. From one country to the next, records maintenance capabilities, procedures, and rules for access vary widely. To begin with, the ability to access information in various countries is dependent on compliance with global information exchange rules for ensuring data security across international borders. One such compliance framework is the European Union’s Directive on Data Protection, which prevents the transfer of personal data to non-EU nations that do not meet the European “adequacy” standard for privacy protection. A select few U.S. companies, including employeescreenIQ, are Safe Harbor certified with the U.S. Department of Commerce to meet the requirements for international data exchange and privacy protection.

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Sex Offender Registries

When personal privacy clashes with the public's right to know

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Instant Nationwide Criminal Database Searches

When it comes to these tools, know what you don't know.

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