Interviewing potential employees can take up a lot of time as you try to find the right candidate that fits the job. Apart from learning about the qualifications of the applicants, there are other important things to review including their criminal background, work history, license verification and more. Some companies overlook this because receiving the results on the background checks can take too long. However, in addition to local court searches, there are instant options that you can use to minimize risks to your business.

Know when and how to get Prompt Results for Employee Screening.

When to Use Instant Background Checks for Employment Screening

Let's start with "Why."

Why add instant background checks to your employee screening criteria?

If you work in the HR department or you are a business owner who is searching for the best method of employment screening, instant background checks can provide an excellent “first step” to your screening process. Instant searches are often comprised of millions upon millions of records, aggregated into a central data source and filtered based on the applicant information that you provide.

If an applicant fails to meet the standards you set forth in the instant database search, there may not be a need to spend more time or money searching local criminal court records, driving records, employment history, etc. On the contrary, the results from this first step may recommend further criminal research in a state or town that was not listed on your applicant’s resume. It’s an efficient and cost effective method to a multi-stage screening policy.

It's tempting to put all of your faith into applicant skills and the personality rather than perform background investigations. Remember that no matter how long the interview takes, you will never find out if they are hiding crucial information about their history.

What are the Types of Instant Background Checks?

The first background check that you'll want to run is one that verifies the applicant is who they say they are. Identity checks are available for around $2 - $4 and instantly reports on the applicant's identity, Social Security number and address history.

Another important instant background check is a National Criminal Database Search. While not a completely comprehensive search, it ranges in cost from $7 - $15 and provides the following database records review:

• Local law enforcement
• Corrections records departments
• Statewide criminal record sources
• Parole and probation
• Local public records and other repositories.

The National Sex Offender Search is a background check that can review sex offender records quickly for about $0 - $5 per check. By simply supplying the name, address, and the date of birth of the applicant, you will be able to find whether they have committed such an offense. Sexual offender registries are searched thoroughly and you will get instant results along with the sexual crime, the offense severity, and the date of arrest.

If an applicant is on the international or terrorist watch list, you will also be able to tell immediately by looking up his or her name, address, and date of birth. The list is extensive as it reaches a variety of international and domestic lists of the most wanted people in the world today. Records from the FBI, OIG, Interpol, OFAC, and DEA are just some of the agencies that are being searched. Since this is quite important, there are states and organizations that offer this service for free. Nevertheless, you can find some that charge up to $5 for the search.

It is understood that you want only the best members on your team. However, there are times when you can make the wrong decisions because you did not inspect the background of the applicants methodically. Instead of skipping the background check, screen smarter through the use of instant criminal background checks. This way, you will only hire honest and competent people as you ensure the safety of your employees and investments.

Important Note: Before conducting any type of background check, be sure to understand your legal responsibilities under local and federal law. Including but not limited to obtaining an Applicant Consent and Release, Notifying the Consumer (Applicant) of their rights under the FCRA, and many other important notifications. For additional information, visit: http://www.verifirst.com/resources.asp