Benefits and Drawbacks of Enhanced Criminal Record Checks

Enhanced Criminal Record Checks (ECR) are a great way to determine if a candidate has any criminal records. Not only do they comply with the Fair Credit Reporting Act, but they also return results faster than regular checks. Nevertheless, they can also expose your company to unacceptable risks.

Help You Identify Conflicting or Unfavorable Information About Candidates

The enhanced criminal record check helps identify conflicting or unfavorable information about a candidate’s history. These checks are required by law, especially for positions that may involve working with children or vulnerable adults. They are an essential part of the recruitment process because they can prevent the risk of a bad hire.

While the results may not be 100% accurate, a criminal background report can give you a clear picture of a candidate. It can also protect your brand reputation and help you make a safer workplace. Depending on the role a candidate is applying for, some criminal offenses can automatically disqualify them. Minor misdemeanors may be overlooked, but serious crimes will disqualify them. Similarly, bad references may also prevent a candidate from being hired.

While court records hold the bulk of criminal histories, different sources keep these records differently. Therefore, it may be necessary to perform a database search or visit a courthouse to get the information. This can be particularly difficult if you need to hire a large number of employees from different jurisdictions. Furthermore, the laws regarding criminal records differ from state to state.

Fair Credit Reporting Act is Upheld By Them

Employers who perform background checks on applicants must follow the FCRA to protect the consumer. This law covers information from criminal and civil records, references, and lawsuits. Employers must obtain the consent of the applicant before using such information. The FCRA also governs employers’ access to the data.

While the financial cost of an FCRA violation is often the focus of a violation lawsuit, it can also have a reputational cost. High-profile suits can attract adverse publicity, and the perception that employers are careless with job candidates’ rights can deter potential candidates.

The FCRA requires that employers notify potential employees that they may be looking at public records. Employers must also follow “strict procedures” to ensure the accuracy of public record data. Employers must also obtain the consent of the person undergoing the background check.

Return Faster Than Results Containing Records

Enhanced Criminal Record Checks are typically more comprehensive and return faster results than those containing records. Compared to regular record searches, Enhanced Criminal Record Checks also provide details about the disposition of a person’s convictions. They also offer detailed information on the criminal record, such as full dates of birth. However, the information available on Enhanced Criminal Record Checks will vary depending on the source. Some documents only provide a person’s year of birth, while others will only offer a person’s birth date.

Expose Your Company to Unacceptable Risks

The legal duty of care for employers is to provide a safe workplace. However, the level of care required depends on the job and the level of risk involved in the role. Enhanced Criminal Record Checks are essential for determining the risk level associated with potential employees. More than 80% of corporations in the United States use criminal background checks in their hiring processes.

A poor hire can cost a fortune because it will harm the reputation of your business and lower employee morale. Having criminal background checks on all prospective employees can help prevent this from happening. Performing a federal criminal record check is an effective way to uncover significant crimes, and a multi-state criminal record check can fill in any gaps. Many applicants give false information to cover their criminal histories, so it’s essential to know the facts before hiring someone.