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June 25, 2021
5 monthsago

Reasons to Do an Annual Background Check

Doing an annual background check during the hiring process is important. Doing annual background checks is just as critical. Checking up on your employees and partners ensures that you have aligned yourself with trustworthy people – unless the facts prove otherwise, and then you have some decisions to make. It’s essential that every background check be thorough, and detailed information will only come from the efforts of a private investigator. What will you find in subsequent background checks that you didn’t find the first time around? You might be surprised.

Annual Background Check

Maintain Security

An employee may have fun afoul of the law while in your employ. To you, that information may have been reported as sick days or vacation days and you would never be the wiser without a background check. While what happens in an employee’s personal life is their business, those circumstances can easily bleed into work life, especially if they have concealed an arrest for substance abuse, fraud, or domestic violence.

Safeguard Your Brand

When an employee chooses to engage in criminal activity, whether it is work-related or not, a public reveal of their behavior could permanently tarnish your company’s reputation. It’s better for you to uncover the truth first and handle the situation before any undesirable situations can tamper with your brand.

Keep Accurate Records

Background checks only report information about an employee’s past. Any information regarding new records will only be reported to an employer if requested – and that only happens through an annual background check.

Protect Customers

There are certain jobs where annual background checks are of great importance, particularly if you hire employees who work with the public, visit client locations or private homes, work with finances, work with vulnerable individuals like children or the elderly, or who drive as part of their job. You need to know that the people you’re sending out there to represent your company are dependable and ethical.

Keep Employees Safe

You want your employees to feel comfortable and safe with each other. Annual background checks foster this kind of supportive environment and boost company morale by ensuring every worker that their colleagues have been cleared for continued employment. Minimizing the chance of bad behavior between employees also reduces the chance of lawsuits for negligent hiring or failure to provide a safe workplace.

Annual Background Check

Enjoy Peace of Mind

Annual background checks are one of those duties that cements you as a reliable company, but this act also provides great peace of mind across the board. You can breathe easy knowing that the people you have hired for your company continue to check out and maintain an honest lifestyle that aligns with your organization’s values.

Get an Annual Background Check for all employees from ASG

Just because an employee is on the up-and-up when you hire them, that doesn’t mean their intentions remain pure throughout their employment. Don’t wait for trouble to show up – ward it off at the pass. A background check can tell you what you need to know about an employee that you may have missed when they first joined the team. Contact ASG to conduct a confidential background check on one or multiple employees.

March 23, 2020
2 yearsago

Why is this time critical for background checks on home health workers?

At this critical time in health and medicine, the need for in home health care workers is on the rise. Meaning the current need for background checks on home health workers is also on the rise. The current “stay home” initiative that is sweeping across the nation is resulting in a growing amount of healthcare workers making home visits and conducting either short-term or long-term care for chronic illnesses in the home. Although it may seem as if snagging any available medical professional to come into your home is your only option right now, we are here to tell you that it is not advisable to risk you or your loved ones care for convenience.

At this time, there is a fear that the process of background checks will take a little more time than usual. We are aware of this and want to ensure that all background work for these particular cases, are turned around in the most efficient timeframe possible. Keep in mind that in Michigan, it is only necessary for a background check to be ran on a medical license applicant upon issuance of that license. Medical doctors are basically responsible for their own moral compass after they are given a license to practice. But this does not exempt them from undergoing private background checks, along with all other in-home health care workers.

Not only can our company do a basic background checks including items such as Michigan medical licensing, education verification, years of experience, former or current litigation, criminal history and medical negligence, but we can also do a deep dive into a person’s internet profiling. This includes social media and any other internet references that are currently available. A background check can be 100% tailored to your needs, and will include all of the necessary federal, state and local requirements for in home health care workers.

We are currently facing a healthcare crisis that none of us could have predicted. Taking extra precautions to ensure that you are not rushing into a professional relationship with someone that is taking advantage of the current pandemic, is pertinent. Please, stay safe and healthy!

For more information about background checks for home health workers, contact us today!

January 30, 2020
2 yearsago

In today’s environment, employee screening for HR professionals can be simple, efficient and effective.

The key is to work with the right employee screening agency and get to truly understand what they provide so you and your company actually benefit from the outcome. A great way to start is to understand how the employee screening process currently works.

Employee Screening for HR Professionals

How It Works:

  • Employee screening for HR requires you to pick which types of information you want to use in your screening process. Care should be taken to treat each classification of employee the same. You can have different levels of screening for different types of employees, usually predicated on the risk and or responsibility that position holds. Your vendor should be able to help you with the cost benefit analysis of each search and be able to articulate its limitations and any alternative sources.
  • Understand what each search means and what it’s limitations are. For instance, many employee screening firms offer “instant” searches and or “nationwide” searches. Well, there is no official nationwide criminal search in existence. Some employee screening firms have created their own, but that is simply a name they have applied to a search they created. It may imply, by its name, that it is can find all criminal records, but if you read the fine print, it does not. It may be a good search, but it will have more holes it that a piece of swiss cheese. An applicant could easily have criminal records in one or more of the many places that are not available to search electronically. Keep in mind that the U.S. has over three thousand counties and over nineteen thousand cities in it! Each of them has their own records.
  • Leverage technology. Employee screening for HR should be very simple and take very little of your time. Any employee screening provider worth working with has apps and automated tools to eliminate the busy work associated with this process. After setting up an account and walking through the basics, the rest is as simple as sending a link to your applicants and simply sit back and wait for the results in your inbox.
  • Be consistent. In your decision making and in how you treat similar workers. So if you are hiring someone for an administrative position, you should screen them the exact same way that you screen any other / future applicant for that same type of job. You can and should have different types of screening for other types of employees like a financial executive, but again, conduct the same types of screening for all applicants for a financial executive position.
  • Enjoy using a turn-key service, but don’t forget your (the employers) responsibilities. Yes, your employee screening services provider is here to help make life easy for you, but remember that these are your applicants and hiring decisions. Make sure that you review and understand your obligations. Its not difficult, but is important.

About Background Check Central: Background Check Central is a specialized agency providing employee screening for HR leaders working at small and mid-sized employers who are seeking real, accurate and complete employee screening solutions rather than cheap, incomplete, check-the-box screening. Not only do we understand where real background check information comes from, we also have a state of the art technology platform to make our clients (and their employee’s) experience quick, simple and effortless. Our team is excited to talk with you – 855-678-8282.

December 12, 2019
2 yearsago

The holidays are a time of year where emotions run high and the best of behavior is expected of everyone. Unfortunately, not everyone is going to live up to those jolly expectations. With many seasonal roles needing to be filled (for example hired Santas, house sitters, pet sitters, etc.), there’s never been a more important time for seasonal worker background checks.

Every holiday season we hear the horror stories about hired hands gone wrong. The house sitters that let their friends rob the home, the Santa Claus that ends up being an unregistered sex offender or the seasonal workers that end up skimming off the extra profits made that season. Many of these situations can be avoided before they take place with a proper seasonal worker background checks. When hiring for short term positions, it may seem like background checks are unnecessary, but this could not be further from the truth. Finding a reliable employee or volunteer, can translate to that person working for you for years to come, and you are able to give reliable recommendations to others looking for the same service.

Some of  the areas that can be investigated during seasonal worker background checks for these particular type of candidates include:

seasonal worker background check

Be aware, that if your candidates do not agree to a background check, that they are probably not the employee for you. It is also not too late to run a seasonal worker background check if you have already hired the person in the past.  It may be tempting to take a person’s resume at face value, but in the end all that is, is a piece of paper with what they want you to know – not necessarily what you should know.  Give yourself some peace of mind this holiday season and get the real scoop.

November 25, 2019
2 yearsago

For the most part, pre-employment background checks have a criminal search component.  Almost every employer is interested in seeing whether an applicant has a criminal history they should be aware of.  Depending on the state, we can either conduct a statewide criminal search or a county criminal records search. For the purpose of this topic, we will be discussing the incomplete data that comes with conducting the statewide criminal records search.

For instance, in Michigan we can conduct the ICHAT which is a name-based Michigan criminal history check. This search returns any arrest records the individual may have. However, when running this search we have noticed that sometimes it returns an arrest segment but it won’t provide us with the disposition of said arrest. In this case, we then make contact with the applicable courts to determine what the outcome was.  It’s important to understand that the circuit or district courts don’t always report their dispositions to the state police therefore this information is lacking when conducting the statewide criminal search.

When Statewide Criminal Searches Come With Incomplete Data

Tennessee is another state which does not report the dispositions on their statewide criminal search known as the ‘Tennessee Bureau of Investigation’. The same rules as above apply when we get arrest results in Tennessee. It’s very important to have investigators conduct your background checks, especially when it pertains to an individuals’ criminal history. It’s imperative for us to determine the dispositions for the incomplete criminal data otherwise we would be providing our clients incomplete background checks.

We recommend to not only conduct a statewide criminal search but also run a county criminal record search. As previously stated, information isn’t always communicated throughout the different agencies and you do not want to miss out on pertinent material because of this. Plus, additional criminal records may be available with the county court that you would be interested in knowing about. 

As you can see, we may be faced with obstacles when conducting criminal records search.  But none of which hinder us from obtaining the information we need. It’s simply doing a little bit more work so that we can provide you with accurate information.  We understand the importance of hiring qualified candidates and that’s why we do not leave any stones unturned.  This is what differentiates us from any other background check company. 

November 7, 2019
2 yearsago

Background checks for staffing agencies are an important aspect of the workforce. In cities like Detroit, many companies rely on staffing agencies to fill temporary, long term, and contract positions. While some may see these positions as being not important to screen candidates for, the truth is quite the opposite. In any employment situation, hiring an employee with nefarious motivations, a violent criminal background, or even something like careless driving charges can become a liability companies simply aren’t willing to deal with. With the number of staffing agencies out there, a company can switch from one to another in a heartbeat—this makes the quality of the candidates put forward to companies even more imperative.

For these reasons, background checks for staffing agencies should be seen as something that are a necessity. As with any company looking to hire an employee, it would be considered ridiculous to not put them through some sort of background check before extending a final job offer. Often times, staffing agencies can be considered “on the hook” for the employees they staff into a company and of course, no one want to deal with the complications of a hire that didn’t work out or became a liability.

How do I know what background check company to choose?

We know what you’re thinking. It’s just another sales-centered blog post where the writer begs and pleads for you to hire the company they represent. Here at BCGG, we take pride in the work we do for our customers and appreciate word of mouth referrals—this post is simply meant to caution readers, particularly those representing staffing agencies, about the dangers of those “$19.99 Background Check Special” websites.

We’ve all found them on the internet when looking up someone we are curious about. Whether it’s a prospective romantic partner, a questionable neighbor, or even a friend of a friend that simply gives you a bad feeling, these websites can compile data about someone that just barely scrapes the surface of what’s actually out there. We get it—it’s all about ease of access, convenience, and simplicity behind the platform. It’s always important to remember that the shortest path to your goal is not always the best; cutting corners can come back to bite you in the end.

What’s the difference between a company like BGCC and those other sites?

We like to think of it this way; would you rather have an automatic report created with the bare-minimum, or something more like an actual investigation? Some may not know the difference, but we take pride here in our staff of trained and experienced investigators who search tirelessly for that one missing piece. For instance, if a staffing agency is looking to hire someone in Georgia based off the fact that the job is in the Atlanta area, these online searches will complete searches in Georgia based off of the fact that the position will be held there. Little does this site know that this individual also lived in Tennessee, South Carolina, Florida, and Mississippi. A simple, automatically generated report may not catch criminal records in these other states—making your staffing agency background check not fully comprehensive.

Experience is what drives us to ask the question “why” in all investigations. If we see something that doesn’t quite make sense, we believe there is always an answer. It may seem second nature to search in all areas that a person has lived in the past, but for many, the cheapest and easiest way to cover your bases in any hiring situation is the main goal. Due diligence is a step we take in all investigations, so make sure there is always a “personal” or human-centered aspect to your staffing agency background check over an automated search.

What else should be included in these comprehensive background checks for staffing agencies?

A full-service investigation firm should be able to cover all your bases when it comes to crafting the perfect background check for your staffing agency. At BGCC, we don’t just offer one package at a discounted price for all—you can actually choose what options you think are necessary when it comes to your background check. In addition, we offer services like drug testing for applicants that would not be an option with an animated background screening.

Keep in mind that an extensive background check is not always something that is totally necessary for a staffing agency background check. If a company requires a background screening periodically or is only interested in seeing if anything “new” has occurred since the last background check, we can customize this for you as well. Those automated services only offer one type of report for a flat fee, marked up 100% for the most of the company’s profits.

At the end of the day, don’t be afraid to contact a professional investigator or a company that’s not part of a major service for your staffing agency’s background checks. It’s always important to explore all options when it comes to cost and ease of use/access, so it shouldn’t be considered a “bad” thing.

September 12, 2019
2 yearsago

The obvious answer to the question can small businesses run background checks on applicants is yes. Not only can they, they should. Every time they look to hire someone. If you run a background check on applicants, you can learn much more about the appropriateness of hiring this person than to simply determine if they were recently convicted of a felony. Truth be told, very few applicants will be recent felons, so despite being an important part of the background check, it is just a small portion of the information that you should be receiving and considering.

small businesses run background checksBecause small businesses usually lack a sophisticated HR department doesn’t mean that the running a background check on applicants needs to be a hassle, time waster or run-away expense. It can not only be easy and affordable; it can also be exceptionally helpful in weeding out unqualified and risky applicants. Some of the key things to consider before you begin to run background checks on applicants are as follows:

Can an employer run background checks on applicants using a free or instant background check like you see on TV or find on Google?

The true answer is maybe, but that maybe comes with great risk. We all understand that as a small business owner and entrepreneur, you take charge and get things done. You have that application or resume in your hands and you can quickly jump on the web, get out your credit card and get it done before the applicant has had a chance to drive home from the interview. There are two big reasons to not do that.

The first reason not to use the el-cheapo internet site to conduct a background check is because many of those sites operate outside of the Fair Credit Reporting Act (FCRA) which is the law the pertains to using background checks on applicants and employees. Many of these sites are nothing more that bots that scrape the internet for possible information that matches, in some way, the name you put in them. They don’t find actual records very often, they are full or unrelated and erroneous information and somewhere in the tiny print of their disclaimer, it says that you can’t use the report for hiring purposes anyway. Violating the FRCA, if you simply failed to understand what you were buying is a big, expensive problem. The EEOC and plaintiff lawyers are happy to come calling when you use the wrong data. Buyer beware!

The second reason not to jump in and run a quick background check on applicants is that you need the applicant’s/employee’s permission. The FCRA was designed to give protections to applicants and employees to keep inaccurate information out of their consumer reports. The FCRA also regulates who can provide consumer report information, what reasons someone can obtain that information and who can obtain that information. It also mandates that “consumers” (your applicant or employee) can see and dispute the information that is found in those reports. These are some really good laws for everyone, and you want to make sure to get formal, written permission, also called consent, to run a background check the correct way.

Will hiring a professional background screening provider to run background checks on applicants take a lot of time and money?

No. Today much of the “hassle” factor and busy work has been eliminated from the employee background screening process. You can easily get affordable access to a provider who can set you up with an account in minutes and provide you with the tools to automate much of the process and focus on running your business. These quality providers (if you need help finding the right employee background check provider, click here!) do cost more than the $19.95 junk background check sites you see advertising on late night TV, but the cost, both in dollars and time, is very small in comparison to hiring the wrong applicant. These firms, like Background Check Central, handle nearly all of the administrative, regulatory and processing busy work involved when you run a background check on applicants.

Why I do I want more information than a criminal record check when I run a background check on an applicant I’m looking to hire?

There are many types of records that one can consider when hiring a new employee. Many applicants come to you claiming to have made certain accomplishments in their prior employment, to have obtained a specific education or certification, to offer you real, unbiased references, to be financially stable and the list goes on and on. Unless your position doesn’t require any qualifications at all, you would likely want to know if an applicant was truthful with you and is actually the person their resume makes them out to be. Further, many types of records have potential predictive value for you to consider.

Applicant and employee background checks don’t have to break the bank, slow you down or create a bunch of busywork. You can easily obtain a turn-key applicant background checking service from a qualified consumer reporting agency that specializes in assisting small businesses.

April 3, 2019
3 yearsago

Staffing is highly competitive, and the best firms are seeking any competitive edge they can get.  Background Check Central can turn your staffing employee screening costs into a competitive edge in the market, without spending extra time, effort or money.

Some of the secrets to how we help the best staffing agencies to get a competitive edge include:

  • Reducing turn around time of your staffing employee screening, allowing you to place people faster and beat Staffing Employee Screeningthe competition to the punch.
  • Searching the right data and verifying the results rather than just searching the free online records that can burn your clients and cost you the account.
  • These free searches don’t actually qualify as real staffing employee screening.
  • Freeing up your time so your team can make you more money. Our services leverage technology and automation that eliminates time-wasting clerical tasks and keep your operations lean and working on things other than staffing employee screening.
  • Our platform integrates with hundreds of the top applicant tracking systems.
  • Every background check is reviewed by a real investigator, not a piece of software, or an administrative assistant, giving you a local professional to speak with should you ever need support or clarification.
  • Specially designed staffing employee screening background checks, not pre-formed packages that don’t add value.

Don’t spend your money on deficient staffing employee screening! Use that money to give you an edge and keep your clients happy and avoid losing business unnecessarily. Call us today!



January 29, 2019
3 yearsago

Employee Background Checks Are Not A One-N-Done. Annual Background Checks Are A Must!

Annual Background ChecksAs employee background checks continue to evolve and become more useful, many employers remain stuck using the old narrative that, if the original employee background check that is conducted at the time of hire is good, the employee is approved forever. But what happens if something happens while they are your employee? Let’s assume that whatever happens is bad enough that you would not hire someone for that job today if they have that in their background?

This prompts smart employers to do less extensive, but badly needed annual background checks on current employees. These are particularly important to do if you hire workers who deal with the public, with finances, who visit client locations or homes, who drive as part of their work, or any who work with vulnerable individuals like the elderly, children or impaired people. A great way to implement annual background checks is to set them up to occur just before annual employee reviews or at year end. Both approaches are easy to explain to employees and to track. As always, it is important to perform the same type of employee background checks on every employee with the same job. Employers can change the elements of those checks from one type of employee to another, however, they should treat everyone performing the same job the same way. Keep in mind that annual background checks are usually less expensive than the employee background checks conducted at the time of hire, because searches like education verification, employment history verification and confirming identity of the applicant should not normally have to be repeated.

Often times, employers will include annual drug screening with the annual background checks which can be helpful, but if the schedule for these tests is known, may allow a bad apple employee to engage in prohibited drug use during the year, but abstain just prior to the test to circumvent discovery.

As we move forward, the next innovation is to continuously monitor employee backgrounds and report activity as soon as it registers with courts, credit bureaus, etc. This is a great option, but it involves and greater cost for the employer and may be overkill for many positions or companies.

September 17, 2018
3 yearsago

Understanding the legality of pre-employment background checks is not something every Human Resources Manager or company owner knows about.  That is why it is imperative that you employ a background screening company that knows the ins and outs of how to effectively protect you from bad hires.  Understanding what information you will receive, and what it actually means is why choosing a reputable screening company is so important.  If you choose a “$19.99 Background” online, you have no idea where the information comes from and there is no human to speak with who can explain it to you.

If you think you are covered, but you are not, it often takes time before your shortcomings will come to light Gaps to Look for in Pre-Employment Background Checksand this often leads employers to have a false sense of security.  Chicago Public Schools is coming under fire for their background screening policies of teachers and support staff including custodians, bus drivers, engineers and volunteers.  After a report came out last year showing that employees who abused students had criminal histories that should have disqualified them from working with kids, the district spent $3 million to redo their background checks.  Since this process began, they have barred more than 250 employees from returning to work this school year.

Schools, like many other employers, would prefer to avoid the disclosure that they hired an individual who went on to commit a crime and this leads us to the #1 issue facing pre-employment background checks, transparency.  All too often there is not enough evidence to formally charge these individuals and they are disciplined and given the option of resigning or being fired; most choose to resign.  When this individual then applies for a job in a different district, a call is made to confirm their employment records, and nothing can be said about their reason for leaving their position and you would find no warning signs of their behavior.  The Human Resources department is well versed in the liability they face should they release any information that is outside of verifying details of employment.

Knowing that missing information, or misleading information can occur in a background check is the first step in preparing your company to handle any situation that may arise.

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