Employment Screening

Employment Screening Options

Alliance 2020 provides high-quality employment screening services individually tailored to meet the needs of your organization.

We combine our extensive knowledge of best practices with innovative solutions to assist in developing, deploying and managing a successful employee hiring program. Our employment screening division delivers results you can trust along with exceptional customer service.

Our state-of-the-art online system is accessible 24/7/365 through a web browser. We can also design and deploy a system integrated with your Applicant Tracking System (ATS) or Human Resources Information System (HRIS).

Our Services Include

  • County, state, and federal criminal records
  • National criminal database records
  • International criminal records
  • Civil court records (state and federal)
  • Sex offender registry
  • OFAC/prohibited parties
  • GSA/ELPS/SAM watch-lists
  • Health related watch-list
  • Social Security Number (SSN) trace
    • SSN validation
    • Content-based Social Security Number verification (CBSV)
  • Present and past employment
  • Education
  • Professional licenses
  • International education
  • International employment
  • Transportation-related employment history
  • Business licenses

We Can Also Provide

  • Professional & character reference checks
  • Employment credit reports
  • Motor vehicle records (MVR)
  • Commercial driver’s license information system (CDLIS+)

Essentials Package

Our Essentials screening package takes the guesswork out of choosing from dozens of potential searches and offers employers the confidence that they will receive a very high-quality background screening report based on industry recognized best practices.

When combined with the appropriate add-on and related services, the Essentials package provides a clear and concise picture of an applicant’s background, allowing an employer to make an informed hiring decision when comparing the report to data acquired through the resume, application and interview.

  • Multi-State Instant Criminal Database Search
    Provides reference “hits” for further criminal records searches via a private database of aggregated state and local criminal records, incarceration records, judicial and other public records. It rapidly and economically identifies potential criminal records over a wide area that may be missed by a traditional search focused on residential history, including neighboring counties or states, travel destinations, etc. This search covers approximately 40 percent of criminal records nationwide, providing an increased degree of due diligence for employers with concerns for thoroughness.

 

  • National Sex Offender Database Search
    Provides matches for currently published sex offender status in all 50 states, the District of Columbia, Puerto Rico, Guam and the 51 participating Indian tribes. Search is based on name and date of birth using a continuously updated private database of aggregated information from individual sex offender registries. This is necessary to determine if your applicant is one of the over 460,000 serious sex offenders in the United States.
  • County Courthouse-Direct Criminal Records Search
    Identifies the actual criminal records at the county courthouse where the criminal case was adjudicated. Verifiable criminal records are kept at individual courthouses making this search essential. The Essentials package includes courthouse-direct searches of all Washington and/or all Oregon counties or, one county search out-of-Washington or Oregon. Additional searches, when required, are provided at an additional cost.

 

  • Federal District Courthouse-Direct Criminal Records Search
    Identifies verifiable history of federal convictions at the district courthouse where the case was adjudicated. The federal court systems are completely separate from the state court systems. There is no private database search that  includes federal records and federal districts must be searched separately. The Essential package includes one federal district however, searches of additional federal districts are available at an additional cost.
  • Social Security Number (SSN) Trace and Validation
    Reveals present and past addresses and includes aliases. It is important because it assists in verifying applicant identification, where the applicant has lived (frames the criminal records search) and reveals other names used. This product also validates the SSN.

 

  • Global Homeland Security Watch List Search
    Includes name-only matches with your applicant against 14 separate U.S and foreign sanction watch lists, including Office of Thrift Supervision (OTS), Office of Foreign Asset Control (OFAC), US General Services Administration and others. “Hits”  are verified with the reporting agency, typically at no additional cost.

Why Background Checks?

In today’s society, application fraud is rampant. Estimates of fraudulent content are as high as 50% of all submitted applications and resumes. Employment and tenant screening, including drug testing, is focused on applicant integrity.

Screening Verifies Applicant Integrity
Employment screening (including drug testing) is concerned with applicant integrity. By performing a legally permissible, legitimate background check, an employer can measure the integrity of the applicant by comparing the application, resume and interview responses to the objective facts compiled in the screening report.

 

Past Performance Predicts Future Results

A common human resources idiom is that, “past performance predicts future performance.” What the employee has done in the past is a good indicator (although admittedly not foolproof) of how the individual will operate in the future. Background screening attempts to reveal how an applicant has acted with respect to the law, schools, employers and the court system.

 

Screening Reduces Negligent Hiring Risk

Employers are legally liable for the actions of their employees under the so-called “negligent hiring” doctrine. However, that risk is mitigated when the employer has made a good faith effort to obtain information that is “reasonably available,” and when they have acted appropriately in light of that information. Background screening and drug testing provide the needed information to mitigate potential exposure to negligent hiring lawsuits.

A number of U.S. states have passed, or are considering passing, laws regulating credit reports used by employers for employment purposes. California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont, and Washington, have restricted the use of credit histories of applicants and employees. Alliance 2020 will continue to monitor state regulations and post updates.

Read more about the details of our national criminal database coverage here.

Questions For Our Team

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