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Dispelling the Myths of Searching Public Records Online
From Public Records blog http://publicrecordsblog.typepad.com/brbs_public_records_blog/urban_myths/

There is no Free Lunch!

“Tempe, Arizona – September 17, 2008 –The scope of information that exists online about people and businesses is staggering. If one needs to search for a public record or to do a background check, one merely has to Google and the problem is solved, right? Not so fast, according to authors Cynthia Hetherington and Michael Sankey. Their new book – The Manual to Public Records Online – reveals how public records and public record searching websites are not created equal, and teaches how to professionally use government and vendor online resources.

According to the authors, “There are four important truths about searching public records online from government agencies—
1. Less than 50% of the available public records from the government can be found online.
2. Government sites can be free or fee-based. Generally, the fee-based sites are more robust.
3. Most free government public record websites contain no personal identifiers beyond the name.
4. Usually the searchable and viewable information found online is limited to name indexes and summary data rather than document images. Most access sites – especially the free access sites – permit the former, not the latter.”

The authors also present public record searching guidelines when using sites maintained by private entities. The public is often fooled by websites that tout misconceptions or unrealistic features. The Manual gives an information edge on how to evaluate sites and also on the best sites to use based on topic or record category.  The 600 pages of insight and evaluation place the reader on the right path to become an expert.

Cynthia Hetherington, a licensed private investigator and President of the Hetherington Group, is a nationally known speaker and she is the author of  Business Background Investigations.  Michael Sankey is the founder and CEO of BRB Publications, Inc. and he is author or editor of more than 60 publications including The Sourcebook to Public Record Information and The Public Record Research TIPS Book.”

Trust the background screening company, Info Quest, Inc.   For over 18 years, our staff has committed themselves to providing the best pre-employment screening, background investigation and safety solutions for businesses seeking to reduce their liability risk in their hiring procedures. Their clients include healthcare organizations, non-profits, banking, financial, construction, hotels, and more.  For more information about Info Quest Inc. and the services offered, call 800-507-9628 or go to www.in-foquest.com.

Background Checks a Necessity for Volunteers

Employee and Volunteer Background Checks deal with special concerns faced by non profit organizations.  Most non profit organizations have limited staff.   Therefore, we at Info Quest try to make it as easy as possible to properly background your employees and volunteers.

Background Checks for Volunteers

Unlike their for-profit counterparts, non profits often have a corps of volunteers who represent their organization and their respective causes in the eyes of the public. Indeed, in many cases there is little difference in the eyes of the public or the law between employees and volunteers who perform essential functions of an organization. Therefore, volunteers should be screened just as carefully as employees who would be performing similar roles.

Avoid Negative Publicity

Many Non profits are charitable foundations promoting an important cause or organizations serving a special constituency. Bad publicity caused by an errant employee or volunteer can severely damage a non profit organization’s reputation among its funding sources, the public, and its constituency. Proper background checks greatly reduce the likelihood of a bad employee or volunteer. For more information, see Avoid Negative Publicity.

Protect the Infirm, the Elderly, and Children

Non profit organizations often deal with those members of society who are the most vulnerable and the least able to protect themselves. The public, the courts, and regulatory agencies expect extra vigilance during the selection process of those dealing with the infirm, the elderly, and children.

Access Residences and Living Quarters

Many non profit organizations either help provide living quarters or have access to their constituencies’ residences. Organizations whose staff have access to living quarters or residences are held to a higher standard by the public, the courts, and regulatory agencies. Such staff should be carefully screened. For more information, see Screen Employees with Access to Living Quarters.
The benefits of comprehensive employment background screening include: increased applicant quality, reduced workplace violence, reduced negligent hiring liability, reduced losses from employee dishonesty, making the right hire the first time, and avoiding negative publicity.

The bottom line is that pre-employment background checks help an organization be more successful. That means greater profits to for-profit organizations and greater impact for non profits. Our experts at Info Quest, Inc. verify an applicant’s history and claims by thoroughly researching primary and secondary information sources, including prior employers, schools, and relevant private and public databases. For more about the benefits of background checks for non profits and other companies, contact Info Quest on the web or call 800-507-9628.

Reference Checks-Never Assume Anything

References are a vital part any pre-employment screening process and they are extremely significant to any employer.  Trust a screening company like Info Quest, Inc. to handle this important step.  At Info Quest, we try our best to make contact with former bosses and supervisors to obtain verbal references.  Some are restricted by company policies on how and what they are allowed to release.

In my post last week, I shared part of an article by Anita Bruzzese.  This week I’m posting the remainder:

“[Jeff Shane of Allison & Taylor Inc.] says it never ceases to amaze him that more than half of the references on a candidate come back with negative. Former colleagues or supervisors can be very vindictive when providing references.

“It explains a lot about why good people aren’t getting jobs,” he says. “Any negative thing can knock you out in this job market. There are lots of very good candidates for most positions, so any weak link is often fatal.”

Employers use Shane’s company to check references. But job seekers who can’t figure out why they’ve been rejected for several jobs when they’re well qualified and have good interviews are also clients.

That’s when some digging turns up references who are trash-talking or leading a potential employer to believe the hire would be a bad idea.

“You may even have a reference say, ‘Let me check the legal file to see what I can say,’ and that tips off the recruiter that there may be something negative about you,” Shane says. “Even hesitation in the voice can tip the scale against you.”

So what can you do to combat negative references killing your job chances? Shane suggests:

• Cultivate relationships. “Try to find out what (former colleagues) will say about you. Talk to them about the job description and how you’re qualified for the job,” he says. “Make sure you always check in with your most recent supervisor.”

• Google yourself. Do you see anything that can be perceived as damaging?

If someone has written something negative about you online, try to reason with the person about why you need it removed.

“Tell them their off-the-cuff remarks are hurting you. If they won’t listen, tell them you may take legal action if they don’t rescind them,” he says.

• Confront vindictive sources. Shane says his company has sent a number of cease-and-desist letters to people providing negative references about someone, and in all those cases the people have stopped making the comments.

Since company policy forbids many to reveal more than employment dates, they realize they’re violating the rules and could lose their jobs, he says.

“My final advice is to never assume anything. References are key, so be proactive and do your due diligence. Find out what people are saying about you,” he says.”"

Trust a background check Company like Info Quest for your Pre-employment screening needs.  Since 1994, has been servicing large and small companies here in the U.S. and abroad with customer service that goes above and beyond.

Make Sure Former Boss Doesn’t Killing Your Job Chances

Background checks and reference checks are two different approaches to screening applicants for job openings. A thorough background check generally involves determining whether an applicant may be unqualified for a position due to a criminal records, motor vehicle violations, poor credit history, or dishonesty regarding education or work history. A reference check generally involves contacting applicants’ former employers, supervisors or co-workers.  to verify previous employment and to obtain information about the individual’s skills, reliability, knowledge, and character.

There’s a reason why employers all over trust Info Quest, Inc. to perform their background and reference checks.

Enjoy reading part one of this article by Anita Bruzzese:

If you’ve been frustrated that you haven’t managed to nail a new job despite your qualifications and solid interviews, your references could be the root of the problem.

“You should never assume what other people will say about you,” says Executive Vice President Jeff Shane of Allison & Taylor Inc., a professional reference-checking company.

References from former workplaces, especially supervisors, carry a lot of weight with a potential employer. But even a hint from a former boss, such as an unenthusiastic tone of voice when talking about you, is enough to kill your chances of landing a job, he says.

While you may believe that a former employer will follow its policy and provide only dates of service to someone checking your references, don’t count on it.

“Those who call to check your references know once they get someone (from a former workplace) on the phone, they can get them to divulge more — especially supervisors because they tend to be more talkative,” Shane says.

Even if a supervisor or human-resource manager tries to avoid giving any additional information because of liability worries, recruiters often can find a way around that requirement.

“They’ll ask questions like ‘can you enthusiastically recommend this person?’ or ‘what were this person’s strengths and weaknesses?’ ” Shane says. “They’re going to ask if there is someone else they should talk to. They’re going to find people who will talk.”

You may think that one way around this is not giving a potential employer permission to contact a former employer.

That’s a big mistake, Shane says.

“That’s just a red flag to them,” he says. “That may kill your job chances right there.”

Take the guesswork out of making sound hiring decisions. From social security number verification and I-9 compliance to employment, education and criminal background checks, Info Quest’s easy-to-use 24/7 system provides you with the important background information you need to make thoroughly informed hiring decisions.  Contact them today to discuss your Company’s needs.  Visit www.in-foquest.com or call 800-507-9628.

Higher Productivity, Higher Skills: Preparing for a New Hire

Companies that want to deliver effectively and efficiently look for ways to improve productivity but also keep costs low. When the Great Recession took hold at the end of 2007, organizations around the world looked for ways to reduce costs. For many, cut-backs in background checks, employee training and education were one of the first measures they put into place. After all, many organizations had just drastically decreased their workforce, and in many cases, their remaining employees were among the highest performing and most experienced members of their staff. And as it turned out, many of these reduced workforces were able to maintain output. This resulted in increased productivity and, as the economy slowly moved out of recession, higher profits for many organizations. In such cases, some organizational leaders viewed any employment screening, training and education investments beyond informal on-the-job learning as either unnecessary or something to deal with later, when business picked up again.

Employees themselves seem to understand this trend. Historical data from Job Satisfaction surveys report over the past few years show that over the course of the recession and beyond, employee job satisfaction has begun to depend more on issues like job security and the opportunity to use skills and abilities. Indeed, now more than ever employees view the ability to develop and demonstrate their job skills as an integral part of their job security. Many fast moving Companies trust in using background checks from a Company like Info Quest, Inc. to screen potential job candidates.

If you are currently running criminal background record checks or if you would like to begin, Trust Info Quest for your background screening needs. Visit us at our web site, http://www.in-foquest.com/

Hiring is up, let Info Quest, Inc. serve your Employment Screening Needs

Good news!  Employment was up again in December by some 200,000 jobs.  According to reports, the industries that saw gains included transportation and warehousing, retail trade, manufacturing, and health care.  This is the time for your Company to check out Employment Screening by Info Quest, Inc.  Enjoy the article below:

Few part-timers, but more are working multiple jobs
By Eve Tahmincioglu

“Hooray! There are fewer of you working part time.

Boo! More of you are working multiple jobs.

The job market continues to be a mixed bag for millions of workers across the country.

On a positive note, when workers are able to clock in more than 35 hours a week after being forced to take fewer hours because of the tough economy, that’s good news for the economy and for employees.

The Bureau of Labor Statistics (BLS) reported that the number of part-time workers in the United States working reduced hours because they couldn’t get full-time work or had their hours reduced by their employers, declined by 371,000 to 8.1 million in December.

It’s unclear, however, whether this latest government data on part-timers is a light at the end of the crummy labor market tunnel, or continued murkiness. The agency doesn’t track whether those individuals ended up with full-time gigs, or lost their part-time jobs.

“It could be that some people working part time involuntarily had their hours restored to full time or it could also be that they became unemployed,” said Jim Borbely, an economist for the BLS.

Despite this, Borbely said the dip in part timers could indicate “a labor picture that’s improving” because the overall number of jobless in December declined to 13.3 million from 14.3 million in the same month last year.

Not everyone is hopeful. “

Background checks don’t have to be difficult. Info Quest’s Pre-Employment Background Screening Services take the guesswork out of making sound hiring decisions. From social security number verification and I-9 compliance to employment, education and criminal background checks, Info Quest’s easy-to-use web-based system provides you with the important background information you need to make thoroughly informed hiring decisions.  For information on services, please visit www.in-foquest.com.

Do you really know who you’re hiring?

How well do you really know the people who are driving your Company vehicles?  Do you know what the supervisor did before he arrived for work today? How about your secretary and the rest of your staff? Do you know anything about the person who handle money for your store?

When criminal activity or drugs are a part of employees’ off-hours, their performance on the job can be greatly affected. The most important thing that a Drug-Free Safety Program does is emphasize safety at any Company or organization.

Companies that choose to implement pre-employment background checks and drug screening or adhere to a drug and safety initiative commonly report fewer lost-time injuries and improved employee morale.

Since 1993 Info Quest, Inc. has provided Companies like Doctor’s Offices, nursing homes, manufacturers, and financial institutions with cost savings and great service!   Info Quest is also a member of The National Association of Professional Background Screeners (NAPBS) and is proud to provide the highest quality in the industry to all clients.

Info Quest’s Inc’s core business is focused on serving their Clients fast and accurate results and providing superior customer service.  In order to meet the varying needs of clients, it offers a variety of Pre-Employment Screening Services.

Info Quest’s Pre-Employment Screening Service allows you to:

Order records individually or customize a background check package.
Order online or through our office.
Have hiring information in your hand quickly.
Monitor the status of applicants’ searches in progress 24/7

For over 18 years, the staff has committed themselves to providing the best pre-employment screening, background investigation and safety solutions for businesses seeking to reduce their liability risk in their hiring procedures. Their clients include healthcare organizations, non-profits, banking, financial, construction, hotels, and more.  For more information about Info Quest Inc. and the services offered, call 800-507-9628 or go to www.in-foquest.com.

How do you know the candidate applying for a job at your business doesn’t have a criminal history?

Screen with the Experts at Info Quest, Inc.

Organizations and companies that are running backgrounds checks to screen potential employees need to ensure that they are conducting high quality checks or are using a high quality professional company such as Info Quest, Inc. to conduct their checks.

Employee background checks are a vital way for an employer to learn more about the applicant, but can also be a source of potential liability.  With the explosion of online information, information on individuals has become more and more available, but it pays to be careful about where you look for information and which questions you ask.

Make Your Employee Background Check Reasonable

Performing an employee background check can not only be helpful in better understanding the applicant, but can also be useful in protecting a business from liability.  Employers must still be very careful about what kind of information they ask for and look into, however.  If an employer goes too far, he or she may face a lawsuit.  Here are some things to keep in mind when performing an employee background check:

Be reasonable:  The best advice for an employer running a background check is to keep such an investigation reasonable.  Running a credit report and checking up on references makes a lot of sense, but combing court records, interviewing neighbors and requiring physicals for all of your applicants may not make much sense and may get you in trouble.

Make your investigation business-related:  Part of being reasonable is ensuring that your background check is really business-related.  If you are hiring a security guard, then digging heavily into a person’s criminal background may be extremely relevant and justified.  If you are hiring a part-time janitor, you may not need to go to such lengths.  In order to avoid being sued, make sure to tie what you’re asking for directly to the job at hand.

Get the applicant’s consent:  Another way to avoid liability in general is to get the applicant’s consent before accessing potentially sensitive information.  Some things, like credit checks, expressly require you to get the applicant’s consent, but even if you might otherwise have access to sensitive information, it pays to be careful and get the applicant’s consent in writing.  The easiest way to do this is to simply ask for the consent on a job application.  Use this form.

Records an Employer Can Likely Consider when Performing an Employee Background Check

Some of the records below, such as credit reports, drug tests and driving records, require the consent of the applicant, but are still considered routine records to be used when performing a background check.  As discussed above, regardless of the record type, always make sure that such an inquiry is related to the job.  Asking a pizza delivery man for his driving record makes sense, but asking a software engineer for his or her driving record may not be as relevant.

Records routinely involved in an employee background check:

Credit reports
Drug tests
Driving records
Social Security number
Court records
Character references
Property ownership records
State licensing records
Past employers
Personal references
Sex offender lists

Finally, if you decide not to hire someone based on his or her credit report, you must provide the applicant with a copy of the report and advise the applicant of his or her right to challenge it.  Also be aware that several states have even stricter rules limiting the use of credit reports, so check your state’s laws before turning down an applicant based on their credit.

The Bottom Line:  Contact Info Quest, Inc. the experts in Employment background checks.

Info Quest Inc. We verify all records

When your criminal past isn’t yours; errors do occasionally occur in Pre-employment and background screenings.  At Info Quest, Inc.  we understand the consequences and we strive to the utmost to verify and double check all criminal records we receive.

Read this article By Jordan Robertson:

“A clerical error landed Kathleen Casey on the streets. Out of work two years, her unemployment benefits exhausted, in danger of losing her apartment, Casey applied for a job in the pharmacy of a Boston drugstore. She was offered $11 an hour. All she had to do was pass a background check. It turned up a 14-count criminal indictment. Kathleen Casey had been charged with larceny in a scam against an elderly man and woman that involved forged checks and fake credit cards

There was one technicality: The company that ran the background check had the wrong woman. The rap sheet belonged to Kathleen A. Casey, who lived in another town nearby and was 18 years younger. Kathleen Ann Casey, would-be pharmacy technician, was clean.

The business of background checks is booming. Employers spend at least $2 billion a year to look into the pasts of their prospective employees. They want to make sure they’re not hiring a thief, or worse. But it is a system weakened by the conversion to digital files and compromised by the welter of private companies that profit by amassing public records and selling them to employers. These flaws have devastating consequences.

Two decades ago, if a county wanted to update someone’s criminal record, a clerk had to put a piece of paper in a file. And if you wanted to read about someone’s criminal past, you had to walk into a courthouse and thumb through it. Today, half the courts in the United States put criminal records on their public websites. Digitization was supposed to make criminal records easier to access and easier to update. To protect privacy, laws were passed requiring courts to redact some information, such as birth dates and Social Security numbers, before they put records online. But digitization perpetuates errors.

Data providers are regulated by the Federal Trade Commission and required by federal law to have “reasonable procedures” to keep accurate records. Few cases are filed against them, though, mostly because building a case is difficult. A series of breaches in the mid-2000s put the spotlight on data providers’ accuracy and security. The fallout was supposed to put the industry on a path to reform, and many companies tightened security. But the latest problems show that some accuracy practices are broken. The industry says it polices itself and believes the approach is working. Mike Cool, a vice president with Acxiom Corp., a data wholesaler, praised an accreditation system developed by an industry group, the National Association of Professional Background Screeners. Fear of litigation keeps the number of errors in check, he says. “The system works well if everyone stays compliant,” Cool says. But when the system breaks down, it does so spectacularly.”

The convenience of online information is so enticing that the record-keepers have stopped thinking about its inaccuracy.  Rest assured, Info Quest’s 24/7 web based system assures quality and accuracy when records are reported.  Contact Info Quest today at 800-507-9628 or visit www.in-foquest.com.

Employers required to check residency status of new hires

According to several news sources, every employer in South Carolina will have to start using the federal government’s online E-Verify system to check the immigration status of newly hired employees. The requirement is part of a state immigration law approved in July, and businesses that don’t follow the rules risk losing their licenses to operate.   Why not add this service to your current pre-employment background check procedure.  Info Quest, Inc. has been receiving an increasing amount of inquiries about their system.

What happens on Jan. 1?

Starting on the first of the year, all S.C. employers must use the federal online system known as E-Verify to confirm newly hired employees are able to legally work in this country. Employers no longer will be able to check an employee’s residency status through alternative methods previously allowed by state law, such as seeing if the employee had a South Carolina driver’s license.

Who’ll be checking?

The state Department of Labor, Licensing and Regulation will be checking for compliance. Employers who don’t comply with the law right away will be given three days to sign up, but after June 30, penalties will kick in, starting with probationary periods and leading to the potential loss of a business license.

What is E-Verify?

E-Verify is an online database network overseen by the U.S. Department of Homeland Security and used by employers to check the immigration status of workers. The system has been around for a decade, and was initially controversial. Public employers have been required to use it for the past two years in South Carolina, while private employers had the option of using it as one of several ways to verify employees’ status.

Many large employers already use E-Verify. Across South Carolina, 10,556 employers were registered with E-Verify by the end of November.

E-Verify checks information from a new hire’s employment eligibility verification (the federal I-9 form), against databases maintained by Homeland Security, the Social Security Administration and the State Department.

Call Info Quest at 800-507-9628 or go online to www.in-foquest.com today for more information on meeting Everify requirements.

For online information about E-Verify, visit the S.C. Department of Labor, Licensing and Regulation website at www.llr.state.sc.us or U.S. Citizenship and Immigration Services at www.uscis.gov.