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Since 9-11, background checks have pretty much become a part of modern life in the United States. They serve numerous types of purpose, ranging from private and personal stuff to business and professional due diligence.

Online background checks have increased over 2000% over the last 2 years because they are user friendly and inexpensive to perform (usually about $30). These checks can be the simplest and most thorough way to discover information about people, whether you need to check on a new employee or are simply interviewing a prospective nanny or babysitter.

Employers are not legally required to conduct employment background checks in all cases; however, federal and state laws usually make such background checks compulsory for jobs that involve interacting with children, the infirm, and the aged.

Employers are, nonetheless, required to ensure that their automotive drivers meet all licensing requirements before they allow their employees to drive company vehicles. Employees would have their fingerprints submitted, for instance, to the Iowa State Police (ISP) and the FBI, which, in turn, would furnish records of convictions to the Department.

Background checks are used for all sorts purposes and they figure much more prominently in day to day life than they did even just a few years ago. Pre-employment and criminal background checks are now often synonymous with employment and the job market in this day and age. Background checks are absolutely required for those who are planning to hire private investigators, as this system has already weeded out some 'bad actors.'

If the employee has disqualifying offense(s) such as murder, criminal sexual assault, forgery or robbery, the employee would not be allowed to work at the facility.

However, employers can win or lose court cases that arise when/ if someone is fired on the basis of an unfavorable employment background check, depending upon the circumstances. So, it is vitally important that Human Resources professionals make sure they act in accordance with (or, for instance, hire online background check companies that operate in accordance with) the Fair Credit Reporting Act (FCRA), which requires employers or their designates to get an applicant's written authorization prior to having an outside for-profit company conduct a background check.

Equally important, the Act requires an employer to tell an unsuccessful applicant or a discharged employee that the unfavorable report is the reason for the adverse action and to inform the individual of the name and address of the agency/ entity furnishing the report.

On the other hand, employees have a right to privacy in certain areas, a right they can enforce by suing (prospective) employers. Therefore, it's important to know what's permitted when following up on potential employee's background and work history.

In one sense, background checks extend from the idea that we can somehow pick terrorists out of a crowd if we could identify everyone. Unfortunately, there are no really compelling terrorist profiles that prescreening can uncover.

Background checks are often necessary to investigate the potential criminal record of the employees of a company. Background checks are common in all facets of modern living, but the internet provides the one true means of freedom through expression. The downside is, with masters of search such as Google caching everything as we go, we wind up with a digital footprint that even the "Bigfoot" would be proud of.

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