Stories of violence involving workers have prompted businesses to implement a stricter program for hiring employees. A comprehensive public record search is an effective way to fully know each applicant for any position. Here are some important reminders when planning to do utilize a public record search service for your hiring needs.

Although employment screening can be done easily through various agencies that offer the service, it is important to note that not all of them employ the same strategies. There is still a need to find the best company that can conduct the search for information in a comprehensive and systematic manner. Look for a company that will search public records as well as non-public agency records and perform a stringent screening of the information gathered to ensure its veracity.

Additionally, it is also advisable to go for a company that conducts FCRA-compliant background checks. Many companies employ these methods for clients who want to make sure that they are hiring the right people. Luckily, these companies see good results from the program and are eager to develop or improve their selection process.

At the end of the day, business owners who are serious in attaining growth and success should never shortchange the safety of their employees. Not only a driving factor of productivity, safety also drives sales as the consumers look at it as a factor of trust.
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The recent federal shutdown and lower unemployment forecasts are among things that many employers would not want to take chances with. In a time when the firms themselves want to get back on track after a rough patch, a promising candidate who turns out to be a dud is the last thing they need. As such, companies see the need for employment background screening experts, like The Accu-Facts Company, to provide them with the necessary intelligence about a potential candidate’s compatibility with them. Employment background checks are meant to go beyond simply studying each applicant’s resume and supporting papers. Bellicove said a screening team on the case may cast a wider net to gather more information, such as possible criminal and driving history, experiences with former employers and even the level of social media activity.
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The recent federal shutdown and lower unemployment forecasts are among things that many employers would not want to take chances with. In a time when the firms themselves want to get back on track after a rough patch, a promising candidate who turns out to be a dud is the last thing they need. As such, companies see the need for employment background screening experts, like The Accu-Facts Company, to provide them with the necessary intelligence about a potential candidate’s compatibility with them. Employment background checks are meant to go beyond simply studying each applicant’s resume and supporting papers. Bellicove said a screening team on the case may cast a wider net to gather more information, such as possible criminal and driving history, experiences with former employers and even the level of social media activity.
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When Credit Checks Can Derail A Job Hiring

Posted On 11:36 AM by Unknown | 0 comments

It is always a never ending struggle to find the job that’s right for your abilities. You will be aiming for one particular position when at least a few people will have their sights on it as well. Supposing you landed that plum post, another challenge awaits you – the credit check.
Some employment background screening calls for the applicant to have their credit history opened as a condition for employment. The data in the job applicant credit report includes personal contact details, any history of mortgage and credit-card usage, plus student loans if any. Companies hold credit checks to further ascertain the applicant’s capability to handle finances; this may be true if you were hired to an important finance-related position.
However, there are ways to safely make it through the fine-toothed comb of employment background screening. The most important thing is to come clean about your financial status. It is possible that the company may notice fluctuations in your loans.
Take the opportunity to explain any efforts to pay back everything and show that you’ve been living well within your means. Take note of the possibility that the prospective employer may have you undergo a brief training period with the starting salary not yet as commensurate to your skills and experience.
If your bonafides and skills are enough for your potential employer, it can be the start of something big for you. Still, you need to be financially stable to be doubly worthy of it.
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One of the most important assets of any company proficient in the compiling of public records for legal purposes is that they are well-versed in state or federal laws. The Freedom of Information Act (FOIA), allows for the release of public material concerning various individuals or organizations of interest. An outfit seeking to compile relevant information on a client’s behalf about a subject individual may do so, but it will depend on the requested agency’s cooperation. A public record search is a vital matter that no person should be denied the opportunity to have access to, even in the face of possibly exaggerated national security issues and dangers to civil liberties. A research service like The Accu-Facts Company is your best weapon to lay out all the publicly available facts about your life.
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Generally, court records are free to view. The only time when viewing or reproducing court records comes with a fee is when the records are anywhere but the court site.

There are still some court records on paper, which is why the government is expediting the migration of these documents to the National Archives and Records Administration (NARA). Courts collect case records five years old or younger and schedule them for electronic transfer 20 years from the oldest record in the batch. For example, court records from 2006 to 2010 will be transferred to NARA in 2026.

In other words, electronic files may not be available if a case was relatively recent. You may need to file a request with the Federal Records Center (FRC) to retrieve the file you want, which comes with a $53 fee. If the files have been transferred, it's likely with the Public Access to Court Electronic Records (PACER) service. The service's rate is 10 cents a page, but there's a limit of $3.00 per document.

This is why court retrieval services normally charge a fee for reproduction of certain court documents. It's not necessarily denying the public access to vital public records, but maintaining the health of the electronic system doesn't come free. Fortunately, some services will notify you if the cost of reproducing the documents will be costlier than expected.
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Hiring the wrong kind of people is always bad for business, and ending up with a possibly dangerous individual risks both a company's owner and its clients. It pays to have an efficient method of screening all employees to avoid any potential tragedies. Businesses that want to ensure safety and security should coordinate with an employment background screening service like The Accu-Facts Company.
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To put things into perspective, keep in mind that some states suspend the teaching license of teachers who are found guilty of sexual offenses; other states may go as far as firing such employees immediately. Should this bill get the thumbs-up from the Senate, companies that offer public records search services, such as the Accu-Facts Company, may find themselves working more closely with various public schools in the future. Aside from providing pre-employment screening services, these companies also offer voluntary screening services for individuals who wish to prove that they have clean records.
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Employers and recruiters everywhere make it a point to only accept the very best individuals in their organizations. As such, background screening for recruitment is done very rigorously and extensively and may even take weeks. There are various techniques that companies may use and they may even work with an online screening service, but they more or less get the same details from applicants or recruits.

Educational attainment is one of the first things that employers ask for and this usually involves submitting copies of one's diploma, transcript of records, and other certifications. These documents can also be used to verify a person's basic personal information.

Furthermore, some organizations may require their applicants to take a drug test to determine the presence of illegal drugs in their system. Those who are taking prescription medicine must inform their recruiter as well as the one administering the test so that no mistakes will be made.

Criminal history checks are self-explanatory and a person's may accepted or denied based on his or her police records. These are regulated in the US by both state and federal laws, although there are some special cases wherein they're avoided altogether. Therefore, if you're planning to apply for a job, ensure that you inform your employer of any explanations that may not be present in a standard background check so that you can get a fair assessment.
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Employers don't just hire anyone that walks through the door; they have a checklist of requirements that they're looking for in applicants. Obviously, every company wants to secure bright and promising employees, so it's a given that relevant experience and skills are must-haves for job seekers. However, these aren't the only things that companies look for when hiring.

Some employers will ask personal questions or conduct research on individuals as part of a thorough background check. This typically involves investigating someone's criminal record (if it exists), credit score, employment history, and other issues. This is done because companies can't afford to hire a troublemaker or someone who is known to be very unreliable. The reputation of a brand is on the shoulders of its employees so if any of them make a terrible decision, the whole business will be negatively affected.

Those concerned about their privacy shouldn't be afraid because companies always keep these records confidential. Of course, applicants should be ready to explain honestly regarding the circumstances of each event in their history. Employers will always appreciate a genuine and truthful explanation even over questionable past decisions made. Note that even those with negative records can land a job but only if they have truly changed and are willing to accept certain conditions.
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Dongguk University filed a huge suit against Yale, but the courts sided against them, citing that there was no malicious intent in the oversight. This one person incident has proven expensive for the Korean school, losing millions that would have been used for expansion. More importantly, the administration experienced extreme embarrassment and lost prestige in front of its clients, the students. It's not just professors who have been found to falsify documents. Just last year, Scott Thompson stepped down as Yahoo's CEO when it was discovered that he did not hold the computer science degree that his resume bore, showing that even top executives should probably undergo careful employment background screening too.
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We at the Accu-Facts Company say “online” because searching through multiple court files for criminal records is overly tedious. Let us take the records to you with an online database, plus something good for the first-time clients. Subscribe now and try our public record search service for seven (7) days, a service normally worth $250, absolutely free of charge. You'll need not look any further to determine if the courts had sentenced a person to jail time or community service in the past. Go to our website at to register and get your seven-day free trial. You can also call us at 1-800-336-1001, or send us an email at A background check now can save you and your business from a grave mistake later.
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As any job seeker knows, the hiring process often takes several weeks from the initial interview to the job offer. While you may be anxious to find out if you've landed your dream job or not, the sheer number of applicants for any position means that human resources have a lot of screening to do before deciding to hire anyone. Indeed, despite the recovering economy, companies are afraid to waste money by hiring the wrong person for the job.

According to, which collects hiring information from different companies, the interview process at major companies like Starbucks and Southwest Airlines have nearly doubled compared to 2010. With the surplus of people hoping to land a job, companies are willing to play the waiting game until the perfect candidate shows up. Since a company will spend a considerable amount of money on a new hire's training, remuneration, benefits, and bonuses, whoever they finally hire must really be worth the expense.

One measure that employers use to prevent hiring mistakes is employee background screening. Through it, they can double check claims like education or work history to make sure that an applicant is who he claims to be. With pre-employment screening methods, dishonest or incompetent candidates—who will ultimately damage the company—are weeded out.

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You might not be comfortable with the idea that documents about your party affiliation, criminal history, and property ownership are publicly available. You're probably thinking that there's too much of your personal information just floating around for anyone to see and use. However, the truth is, public records are a great way to ensure transparency in the country.

Basically, any entity that uses taxpayer money to fund its operation (like local governments, police districts, and schools) is obligated by law to make most of their documents available to citizens, provided that the request to inspect such documents follow the required process. Requiring government or public offices to share certain records ensures accountability on their part—that is, that they're not using your hard-earned money on shady dealings. It also allows people to see if an institution is efficient in managing its finances.

For example, a government institution—say your local high school—receives a budget for the year. It can spend this money on any number of things, such as building new classrooms or renovating the cafeteria. Whatever it decides to do, the expense report has to be publicly available so parents know if the school is wisely using the money or squandering it for unnecessary expenses.

As you can see, there's no need to think of public documents as a threat to privacy. A better way to look at them are as “two-way streets to transparency”. 
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hiring them, this is actually quite difficult to do in practice. In fact, many organizations don't act upon some of the information they get directly from their prospective employees, according to Security Management. There is a greater call to use other sources, like social media, to find out more about an applicant, but this practice can be controversial. Some firms, fortunately, like the Accu-Facts Company, can offer organizations the next best thing. Via a thorough public records search, they can gather useful information that can't be obtained otherwise from preliminary tests and interviews. This service also extends to individuals who wish to have themselves “professionally screened” for future employment and have a professionally-made personal background report made for them.
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Perkiomenville, Pennsylvania (September 2, 2013) - Accu-Fax Services, an established company that has provided employment background screening services since 1986, is rebranding its name to The Accu-Facts Company. The name change is part of their efforts to better convey the professional services they offer. Aside from a new name, they also have a new logo and a new website that is more user-friendly and interactive. Their revamped trademark logo still bears the images of the Statue of Liberty and the American flag to represent their nationwide reach, but now features their company name and a check symbol that speaks of their high-quality service. Meanwhile, their new website,, allows users to send online work orders, view results of background checks, and navigate directly to compliance and administrative forms.
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Background Checking the Right Applicant

Posted On 7:22 AM by Unknown | 0 comments

Hiring an employee can be difficult because unless you know them personally, it would be hard to assess if they are right for a certain task.

Some employees could have the right attitude and burning desire for the company but lack the expertise, while some employees might have the right skill set but not the right attitude. To find out if an employee can be a good fit for your company, you could conduct background checks and interviews.

Background checks are important because this is where you find out if a prospect had had certain illnesses, been part of a crime, , or done well in school, with his credit, etc., while interviewing him helps you determine a bit of his personality and work ethics.

If you're thinking of hiring a business writer, for example, asking him questions about trends in the economy could show how updated he is in the field as well as help you find out how good he is at explaining different concepts. By listening closely, you'd also be able to determine how good his command over the language is.

Hiring an employee is a decision that you would have to give enough time and attention to, and if he turns out as someone who isn't worth the spot and the pay, then you could end up with a lot of wasted time. Just remember not to be entrapped by how much you like a candidate.

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Employment Background Checks

Posted On 11:25 AM by Unknown | 0 comments

When you apply for a job, an employer can decide to do a background check on you before hiring you. One of the types of information that they'll be most interested in will be your credit report. With this document, they will know where you live, how well you pay your bills, and whether or not you've filed for bankruptcy.

Prior to applying for a job, it's a good idea to have a copy of your own credit report. Know that each of the three biggest credit reporting companies—Equifax, Experian, and TransUnion—is required to furnish you with a free copy of your credit report once a year, so long as you ask for it. Other files that an employer might be interested in include your employment history, driving record, and criminal record.

Before they can obtain any of these data, however, the employer must first ask for your permission. You may refuse to give your approval, but the downside to that would be that your application might not get a second look. The decision is entirely up to you.

Aside from that, the employer must also inform you that information obtained will be used to make a decision on whether or not to hire you. This is usually done in writing. Again, you should know as a consequence of not giving your approval, you might not land the job, so weigh your options carefully.
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A report by the Society for Human Resource Management states that more than 96 percent of American employers perform background checks to screen applicants prior to employing them. Some people might feel wary about being watched and recorded about, but background checks aren't invasions of privacy. Instead, they involve checking the public records of individuals, particularly work and criminal history records.

Employers can't just keep hiring every person they see; they need to make sure that an applicant not only has what it takes, but abides by the rules and isn't known for anything reprehensible. This isn't just about preserving work and social ethics in the workplace; it's also for the sake of the customers as well. Customers feel a lot safer when they're dealing with an employee who's devoid of any wrongdoing.

Companies intending to perform background checks on their applicants must know that there's a procedure to be followed. First, the applicant should sign a disclosure form that permits the company to perform the background check. Additionally, state laws can restrict how companies can use such information, as well as how businesses should respect the privacy of their applicants. Folks should rest easy knowing that their sensitive personal information is only being used for hiring purposes.
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Background Blues: On Background Checks

Posted On 12:31 PM by Unknown | 0 comments

Hiring an employee is no simple feat; businesses want to be completely sure that the guy they're getting is the perfect fit for the job. Employers, therefore, conduct interviews, aptitude tests, and other screening methods to determine the potential worth of an applicant. One of the most important of these screening procedures is the so-called background check.

No company ever wants to end up with an employee with a bad history or, heaven forbid, a criminal record. After all, it can be quite unsettling for customers to learn that a business has a crook under its employ. Whether the newly hired person is wanted for several charges or has been blacklisted by his previous employer, such details can spell trouble for any business. As such, companies have to carry out detailed background checks and thereby ascertain the track record of a particular applicant before hiring him.

While a company’s human resources department typically takes care of all employee background checks, smaller businesses may not have that kind of capability. To that end, they can hire another company that specializes in fact checking and records retrieval. This not only spares businesses from the effort of having to go through the records of a particular individual, but also saves them a lot of money since they don't have to hire additional HR staff for such a task.
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