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Employment Screening: Due Diligence vs Data Dumps [Infographic]
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Employment Screening: Due Diligence vs Data Dumps [Infographic]

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A common misconception amongst human resource professionals is that their background screening provider is reporting the most up-to-date and precise information when it comes to candidate background …

A common misconception amongst human resource professionals is that their background screening provider is reporting the most up-to-date and precise information when it comes to candidate background checks. There are many different providers in the industry using a variety of sources for their data. One of the most popular screening searches is the National Criminal Database (NCDB) but there are many misconceptions about this search. Here is a look at the difference between searches performed using due diligence and solely using National Criminal Database data dumps:

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  • 1. Due Diligence vs Data Dumps A common misconception amongst human resource professionals is that their background screening provider is reporting the most up-to-date and precise information when it comes to candidate background checks. There are many different providers in the industry using a variety of sources for their data. One of the most popular screening searches is the National Criminal Database (NCDB) but there are many misconceptions about this search. Here is a look at the difference between searches performed using due diligence and solely using National Criminal Database data dumps: Due Diligence Data Dumps Conclusion: A complete and thorough background check conducted by knowledgeable researchers, may take a longer time to complete, but is the best way to avoid hiring dishonest and unreliable employees. Brought to you by: Employment Screening: Justifacts Credential Verification, Inc. www.Justifacts.com Data that’s included Instant - 24 Hours48 - 72 Hours Retrieving data from multiple sources can create a longer lead time for a background screening report. Information that is retrieved is solely from a database, reducing report lead time. However, derogatory information requires follow up. Speed NO!YES! By using multiple data sources, em- ployers are complying with the FCRA. Using potentially adverse information directly from a national database is not in compliance with the FCRA. FCRA Compliance Performing a variety of searches with common names paired with social security numbers and dates of birth have a better chance of indentifying candidate's proper report. Databases typically do not contain identifiers such as social security numbers or dates of birth. Name Variations James Smith Jimmy Smith Jim D. Smith Multiple Various sources such as criminal history, drug testing, education, experience and reference verification provide further insight into a candidate. One The national criminal database will only pull criminal history and govern- ment sanction related information. Jim Smith James Smith Provides the most current and reliable information available through various sources. Retrieves static information that is not updated as changes occur to a particular case.* *Database updates vary by county and different time frames (Weekly, Monthly, Quarterly, Semi-Annually, Annually) Verification Sources

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