IRHA and Safe Hiring Solutions have partnered to provide comprehensive background screening services to IRHA members.

1. 10 Things to Know Before Hiring a
Background Screening Firm
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2. Who is Mike McCarty?
 CEO SHS
 Metro Nashville PD
 Domestic Violence Division
 Breaking the Cycle
 eReferenceCheck

3. So Why Are We Here?
 Quality background checks keep
unsuitables out of workplace
 Selecting the correct firm critical
 No regulation on who can start a
screening firm
 Need to do due diligence
 Must ask the following 10
questions

4. #1 How Do You Define a
Comprehensive Background Check
 No standard definition of
background check
 Background screening has
historically delivered a low
quality product
 Best Practice must contain:
 SSN Verification
 National Criminal Database
 National Sex Offender
 County Criminal Search(es)

5. #2 Is the National Background Check Instant?
 If Yes, not a comprehensive
background check
 No database (state, national, FBI) is
complete
 Half of states only supply DOC and
SOR records
 Some states have data from some
counties
 Handful of states have Administrative
Office of Courts
 Databases are tools not programs

6. #3 What is the Cost of Your
Background Checks?
 Cannot be done for $10
 $10 can only be an instant search
 Instant database searches are not
FCRA compliant
 FCRA requires
 Up-to-date information
 Records verified with courts
 If screening firm suggests this
search they are placing profit
above safety

7. #4 How Far Back Do Searches Go?
 Background screening
industry adheres to 7 year
rule
 No legal basis
 FCRA restricts non-
convictions to 7yrs
 Unless salary exceeds $75K
 Handful of states restrict
reporting of criminal records
 SHS goes back as far as
possible

8. #5 How Do You Handle Alias/ AKA’s?
 Industry searches only name
provide
 AKA/Alias not searched; or
 Charged as additional
searches
 SHS packages include
ALIAS/AKA’s

9. #6 How is Database Configured?
 Name & DOB
 Many states do NOT
provide full DOB’s
 If configured with full
DOB nulls or voids data
from those states
 SHS database search:
 1st with name and DOB
 2nd name and void DOB

10. #7 How Do You Screen Your Employees
Handling Our Sensitive Data?
 Not unusual for industry to apply
same low standards to their applicants
SHS Process
 Detailed application
 Interview with CEO & Managers
 Extensive background check
 Reference checks
 Criminal checks
 Employment verifications
 Employment credit reports
 Civil records
 Motor vehicle

11. #8 How Do You Handle Our Sensitive
Data Including SSN’s?
 Maintain on-going
certification of online
system
 CyberTrust
 SAS 70
 SASE 16
 SHS is SASE 16 Certified
& PCI Compliant

12. #9 Do You Assist With Legal Compliance?
 Background Screening Firms
are CRA’s under federal law
 Clients are required to abide
by FCRA:
 Disclosure/Authorization
 Pre-Adverse Action
 Adverse Action
 SHS provides forms, training,
ongoing webinars and client
service reps to assist

13. #10 Who Answers Our Questions When
They Come Up?
 Questions normal part of
background screening
 Many large firms use automated
systems/ online FAQ’s/slow &
frustrating
SHS
 Client Service Rep
 We answer the phone
 We answer emails
 Twitter
 We have cutting edge
technology & old school service

14. ISP Limited Criminal History
 WTHR 13 & Indy Star
Expose 2004
 2 of 10 sex offenders found
 Counties not submitting
criminal records
 State removed this as an
option for schools in 2009
 Applicant called last week
to complain- ISP search
clear but we returned
multiple records

15. Questions?
Contact:
Mike McCarty
888-215-8296
mike.mccarty@safehiringsolutions.com
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