| 1. |
What is the importance of pre-employment screening? |
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The cost of hiring, training, and staffing is a company's largest expense. However, the potential costs of not screening each applicant can be even more exorbitant and even bankrupt your business. Having an effective pre-employment screening process is a risk management tool that will address problems of workplace violence, employee theft, falsified employment applications, drug use, negligent hiring liability and turnover. NAS's accurately prepared reports reveal past criminal history, fraudulent social security numbers, untruthful resumes, falsified applications, and provide legal protection from negligent hiring issues. For a nominal fee to simply perform a due diligent screening on each applicant to protect your business, your assets, and your employees, it simply makes sense to incorporate pre-employment screening services as part of you standard operating procedure. |
| 2. |
How long does it take to get my requests back? |
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All reports are available within 24- 72 hours. |
| 3. |
How will I receive my reports? |
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NAS's user- friendly, web based service enables Human Resource professionals, security and loss prevention specialists, and business owners to easily request on line background checks and other screening services, track work in progress, and securely retrieve and archive completed employment background checks and drug testing reports. Our secure employee screening service provides the convenience of submitting new requests and accessing reports and information 24 hours a day, 7 days a week, from anywhere with an internet connection. We can also e-mail, fax and/or a combination of these methods. |
| 4. |
Why should I use NAS for my screening services? |
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NAS is a company that will customize and work with employers in developing a program for the specific needs of your business. We offer Highly Competitive and Affordable Pricing, Excellent Customer Service, Easy Web-Based Ordering and Report Retrieval Capabilities with XML Network Capabilities, No Maintenance Fees, No Account Start-Up Fees, Volume Discounts, and No Obligation Termed Contracts. NAS's goal is to provide you the most reliable, accurate, and timely screening services in the background screening and investigative industries. We believe you will be very pleased with all our services and will become another one of our satisfied clients. |
| 5. |
What Information from the applicant is required? |
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You will need a signed authorization form with the first, middle and last names (maiden and prior married names), address, DOB, driver license number and issuing state and references to be verified. As required by the FCRA, the authorization form must be a "stand alone" form and can not be combined with other forms such as an application for employment. |
| 6. |
Is pre-employment screening legal? |
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Every aspect of the research performed by NAS is full compliant with all Federal and State laws and applicable legal standards. By using NAS, employers legally protect themselves and ensure that the rights of their applicants are also being upheld. Although we cannot provide legal or hiring advice to our clients, our legal advisors ensure that NAS procedures comply with the FCRA and other Federal and State laws concerning privacy, discrimination and equal opportunity. These laws dictate what records can be reported, how they can be utilized, and who can use them. All records are subject to Equal Opportunity Laws, which prohibit unfair use of the data. |
| 7. |
What if there is a mistake on someone's credit history? |
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The applicant or employee can make inquiries regarding the information in question and it will be investigated. The applicant has specific rights outlined in the Summary of Rights, which must be provided to the subject of the background check as specified in the FCRA. |
| 8. |
What about those inexpensive background database searches? |
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Remember there is NO national criminal reporting system available to the public. The databases violate the FCRA if used as the sole basis of employment decision making. You do not want to be in violation of federal or state employment laws! The database vendors purchase their information every 90 days to 6 months. During these periods of time a person could have committed several crimes. As an employer, you can not afford not to have all the updated information on an employee/applicant. These databases will help in a secondary and back up role when the county of the address of record has been searched. |
| 9. |
Can I alienate or reduce moral of my staff by conducting background checks? |
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Our procedure for conducting background checks respects your applicant/employee's privacy rights. A company's background screening program is for the protections of everyone who works there. No one is signaled out or has their rights violated by conducting a legal background check. |
| 10. |
When are clients invoiced? |
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We invoice our clients on the last day of the month. All invoices carry a net 15 days and can be sent via USPS or e-mailed to you. |
| 11. |
What if I have questions on how to read a report or other issues that need to be answered? |
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Feel free to call Tommy at (770) 339-2880 with any and all questions on our services. |
| 12. |
Which candidates should we screen? |
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NAS recommends that you screen all of your applicants. However, certain positions require extra caution when hiring. In our opinion, a company should definitely screen the following:
- Cash handling positions
- Property managers
- Elder care workers
- Outside sales reps
- Child care workers
- Positions of significant degrees of autonomy
- Positions where individuals are given access to confidential information
- Positions with significant exposure to the general public
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| 13. |
Is it cost effective to screen my employees? |
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Consider this. The investment in human capital is of utmost importance. Rehiring and retraining for a position costs many times over what one screening will cost you. The average cost of a new hire in 1996 was over $4,000. A negligent hire lawsuit can easily cost you tens of thousands of dollars. Here are other examples on why companies need to incorporate pre-employment screening into their procedures/policies:
- In 1993, about 40% of all business failure was due to employee theft.
- The National Restaurant Association reports industry losses of $34 billion a year due to "sticky fingers".
- A housekeeper, previously guilty of assault, is no being held for murder.
- In 1997, the Department of Justice reported more than one million violent crimes in the workplace.
- A school janitor, a known criminal and gang member, is being held after a girl's body was found in the workshop.
- At on south Orange County business, 36 people were arrested for invalid social security numbers.
Pre-screening employees/applicants will pay for it's self.
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