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Pre-Employment Screening

pre_screening.pngPre-Employment Screening

A Pre-Employment Screening is conducted before hiring. To obtain certain information, you must have a permissible purpose. You cannot order an investigation of an employee just to satisfy your curiosity. In this case, permissible purpose would be the intention to hire. You must have a signed release from the applicant to conduct the screening.

You can select the screening(s) you would like conducted from our Corporate Screening Consulting list of screening services. Your screening policy should be consistent throughout your company/organization. Also, your employee handbook should include a section addressing "Pre-employment Screening"

For more information, please contact us at 716.583.4629, or via email at services@corpscreen.com.

Pre-Employment Screening vs. Background Investigation:

It is often believed that these two terms are synonymous, they are not.

Pre-Employment Screening is the process which an employer undertakes before offering an applicant a job.

A Background Investigation is used after the subject is employed, for purposes of evaluation, promotion, reassignment or retention.

Background Investigation

csc_background.pngBackground Investigation

A Background Investigation can be conducted before, during and after the subject is employed. You must have a permissible purpose. Permissible purposes include; salary review, internal audit, investigation or response to a customer/employee complaint. A background investigation on an existing employee does not require a new release.

You can select the screening(s) you would like conducted from our Corporate Screening Consulting list of screening services.

For more information, please contact us at 716.583.4629, or via email at background@corpscreen.com.

Pre-Employment Screening vs. Background Investigation:

It is often believed that these two terms are synonymous, they are not.

Pre-Employment Screening is the process which an employer undertakes before offering an applicant a job.

A Background Investigation is used after the subject is employed, for purposes of evaluation, promotion, reassignment or retention.

Business Due Diligence

csc_diligence.pngBusiness Due Diligence

Business Due Diligence is a voluntary investigation into the performance of a business or person. Relevant areas of concern include:

- Financial
- Legal
- Labor
- Tax
- Information Technology (IT)
- Environmental
- Market Situation of the business or individual.
- Personal

Corporate Screening Consulting offers a thorough examination into any or all of these areas on behalf of our clients.

For more information, please contact us at 716.583.4629, or via email at diligence@corpscreen.com.

Business Due Diligence is performed as part of the process of conducting large business transactions.

Typically such investigations are performed to better evaluate all relevant aspects of the past, present, and predictable future of the business of a target company.

Such evaluations can help to expose significant weaknesses in the target company, calculate the value of assets, negotiate price concessions, and determine any questionable or illegal activities.

Personality Testing

csc_personality.pngPersonality Testing

Personality Testing is essential in today's job market. These tests will provide a different perspective on how compatible a candidate is likely to be with the rest of your organization, how they are likely to interact with the rest of your team, and how good of a fit they are for the position for which they are interviewing.

Personality Testing:

Ensures the employee's temperament is well-suited for the position. Provides insights as important as those found on a resume. Can be conducted through easy, on-line testing.

For more information, please contact us at 716.583.4629, or via email at personality@corpscreen.com.

Personality Testing raises retention rates and lowers costly turnover. A recent survey by Right Management stated that the cost of a bad hire is between 1X and 5X the position's annual salary.

Corporate Screening Consulting offers several Personality Test options:

  • Work Place Big Five Profile 3.0
  • Supertraits & Subtraits
  • NEOAC
  • N - Need for Stability
  • E - Extroversion
  • O - Originality
  • A - Accommodation
  • C - Consolidation
  • Competency-Capacity Analysis Profile

For more information, please contact us at 716.583.4629, or via email at personality@corpscreen.com.

Drug and Alcohol Testing

csc_alcohol.pngDrug and Alcohol Testing

Drug and Alcohol Testing is an essential element in the hiring process. While it is obvious for individuals using heavy machinery and equipment in order to prevent accidents, it is just as important for office workers, drivers, field personnel--just about any position you can imagine.

Drug and alcohol abuse has the potential to cause damage and injury, exposing your organization to unnecessary liability and lawsuits. However, it can also result in lost time, excessive absences, errors in judgment, and overall poor job performance.

Corporate Screening Consulting offers the following drug and alcohol testing alternatives:

Urine Drug Testing: Available in DOT and non-DOT formats. Hair Sampling: Breath Alcohol Testing Methods: Pre-Employment, Post Accident, For Cause, Random

For more information, please contact us at 716.583.4629, or via email at drugtesting@corpscreen.com.

Department of Transportation
Drug and Alcohol Testing Regulations

These regulations cover 7.4 million workers with safety-sensitive responsibilities regulated by the:

  • Federal Aviation Administration (FAA)
  • Federal Highway Administration (FHWA)
  • Federal Railroad Administration (FRA)
  • Research and Special Programs Administration (RSPA)

Each of these agencies has its own, similar regulations. The Federal Highway Administration rule is summarized in greatest detail because this regulation affects the most AFSCME members. State and local government employees who are required to have a commercial drivers license (CDL) are all covered by the Federal Highway Administration rule.

More information is available at the
Office of Drug and Alcohol Policy & Compliance website.

For more information, please contact us at 716.583.4629, or via email at drugtesting@corpscreen.com.

Residency Investigation

csc_residence.pngResidency Investigation

A Residency Investigation is conducted on associates, employees, or students that are required to live or go to school in a specific district or area.

Some employers have strict guidelines that require employees to reside in the area in which they work.

Most school districts demand that students live in the specific district in which their school is located.

If you suspect that these rules are not being followed, a residency investigation can be conducted to determine residency.

For more information, please contact us at 716.583.4629, or via email at residency@corpscreen.com.

  • It costs approximately $6,000-$7,000 to educate one child in your district. For every student that does not "live" in your district, your tax dollars are paying for him/her as well.
  • It costs approximately $20,000-25,000 to educate a "special needs child." Again, your tax dollars are paying for him/her if they do not live in the district.
  • If you see children consistently being "dropped off" at a bus stop, it's a pretty clear indication that they do not live in the district.

Screening Services Offered

Screening Services Offered

Some or all following activities are typically conducted during the screening of an individual. Depending upon your needs, we can tailor a services package to ensure your organizations' interests are protected.

Criminal History Search

A search of county, state and/or federal records to protect from negligent hiring. This search is crucial for positions involving the handling of money, public contact and management.

Social Security Trace

This search will determine where the subject has resided for the previous ten years and any aliases used.

Federal Records Search

The federal court system covers Civil, Criminal and Bankruptcy cases. This would include any case that has violations of federal statutory regulations or constitutional rights.

Credit History

This search is critical for persons handling money and proprietary information. Additionally, it will determine the individual's level of responsibility with personal finances which is an indication of how the subject will perform in a business environment.

Motor Vehicle Records

This search will determine a valid driver's license, endorsements, restrictions and convictions for the past 36 months.

Education Verification

One third of applicants are misrepresenting themselves in an attempt to obtain a position for which they do not qualify. The highest level of education will be verified by contacting the institution. Verification will include name, social security number, dates attended and major areas of study.

Employment Verification

Employment will be verified back 7 years with three attempts. We will ask a series of questions pertaining to the subject's expertise, attendance, and general work ethic. A signed release is recommended.

Drug/Alcohol Screening

We offer a 5 to 10 panel test that will provide results in 24-72 hours, depending upon the method.

FACIS

Fraud and Abuse Control Information System

Tenant Screening

Pre-screening your tenants will prevent landlords from renting to unsavory individuals. Know who you're renting to!

Credentials

Verify individual claimed credentials.

 

Negligent hiring lawsuits are on the rise. If an employee's actions hurt someone, the employer may be liable. The threat of liability gives employers reason to be cautious in checking an applicants' past. A bad hiring decision can be catastrophic to a company's budget and reputation as well as ruin the career of the hiring official.

The first line of defense against fraudulent claims is to choose your employees carefully.

An employer has a duty to verify what an applicant tells him...

An employer must know what he is buying...