A background check or background investigation is the process of looking up and compiling criminal records, commercial records, and financial records of an individual or an organization.
Darlington County Sheriff's Office provides this service at a cost of $5.00 during the hours of 9:00 AM – 12:00 Noon & 1:00 PM – 4:00 PM Mondays to Fridays.
What information do I need to to run a background check?
The basics are:
- candidate's full name (first , middle and last name)
- full date of birth
- Social Security Number
What does a background check entail?
When most people think of a background check they think of a simple criminal history check. In reality, a background check is much more than that. It’s the process by which you find your best candidate by looking at criminal records, education and employment history, civil records, references, etc. Each is a very important piece of the puzzle.
What does a background check look for?
A background check helps your company stay safe through the criminal history check. It helps ensure that applicants can do what they claim they can through employment and education verification. It verifies that applicants are who they claim to be and aren’t wanted internationally. Background screenings, background checks and/or pre-employment screenings help protect your company, your employees, and your clients.
Why should I run background checks?
Are background checks required by law?
A number of industries, especially those that require the handling of other people’s personal and private information, require background screenings. These include the home healthcare, financial, and insurance industries among others. But even if your business does not operate in or provides services to these industries, there are still enough crucial reasons to run them.
Do I need to get permission?
Yes, you do. If you want to order and review any kind of background check in order to determine somebody's eligibility for employment, you need to ask their permission. Two forms specifically must be completed by the applicant, the authorization and the disclosure. You can read more about this in the FCRA compliance article.
What does a standard background check show and is the same background check package appropriate for all applicants in all industries?
There is no standard background check package because different industries, and even different companies within the same industry, will have different criteria regarding what constitutes an eligible candidate. Your company should have packages set up based on business necessity, packages that should be different for different types of jobs. Any executive position should be subject to more stringent testing than a basic minimum-wage employee. The depth of your screening should reflect the risks arising from criminal misconduct in each specific position. When creating the packages, remember that if screening guidelines are too lenient you may hire criminals and welcoming unnecessary risks to your business, but if screenings are too stringent you may miss opportunities to hire well-qualified applicants who pose no threat – and you may even run afoul of the EEOC.
What background check product should I at a minimum consider?
How long do screenings typically take and how are they done?
How far into the past can screenings go?
The FRCA limits bankruptcies to 10 years and civil lawsuits, judgments, tax liens, collection amounts and any other adverse information (excluding criminal convictions) to 7 years unless you have legal authorization to access records farther back. Criminal convictions are the only source of information which has no federal limitation. That being said, just because the federal government has no limitation regarding criminal convictions, that does not mean that the states also do not have a limitation. Many states have enacted a more restrictive version of the FCRA. For this reason, the industry standard is to only go back 7 years unless specifically agreed upon to do otherwise.
How often should background screenings be run?
The industry standard is to perform background checks on contingent job offer and not before. A large factor in this is that over 40 local jurisdictions across the US utilize “ban-the-box” initiatives to eliminate employment barriers for qualified job-seekers with criminal backgrounds. Many ban-the-box laws prohibit inquiries about criminal history on job applications and prevent use of a background check until the final stages of hiring. In addition to pre-hire background checks, the industry best practice is to perform background checks upon promotion or transfer from one job class to another with different requirements, and periodically during tenure (every year or so).
What happens if I choose to decline an employment applicant based on the background screening?