Holders of Guam driver’s licenses are residents of Guam, and can include contractors on the island as well as United State Military workers.  Screening your candidate’s Guam driving record can assist in uncovering moving violations that would otherwise remain hidden. 

Guam driving records take approximately 10 to 15 business days to process and return

For more information review motor vehicle record services on Corra’s website, www.corragroup.com

So, what do you do next? It’s important to work with a company that has experience screening international candidates.  If you are frequently hiring analysts and project managers out of India, its important to run India criminal background checksto make sure you aren’t sending a criminal to your client’s place of business.  

Verify International College Degrees
You should also verify your candidate’s credentials, including employment and education.  There are many diploma mills in India, and it’s important to work with a screening company like Corra Group or Safeguard Screening to advise you on leading practices for auditing your international candidates’ resumes.  Diploma Mills create and propigate fake college degreees.  If you don’t take the time to verify your candidates Indian College Degree, you could be opening yourself to exposure issue.  Imagine placing the candidate on a project and finding out they’ve overstated their programming capabilities.  You could lose the client and lose the account.  Take steps now verify international education degrees.

When hiring a background screening company to run background checks on international candidates, ask up front how the background check is conducted.  A professional screening company will conduct a check using their own resources or a thoroughly vetted vendor.   They will also advise you about the efficacy of running background checks in the particular county you are interested in.  For example, in Canada, conducting a Canadian Criminal Background Check can be accomplished by either running the nationwide CPIC search, offered through the Canadian Police Information Centre, or by conducting courthouse searches in the particular province where your candidate has resided.  With regard to Ryan Jenkins, there is some indication that a courthouse search was conducted and the records were not there.  If this is the case, then the court clerk possible missed the record and failed to provide it to the researcher.  It is worth considering the quality of record retention in the courthouse before conducting your search. 

As always, conduct a thorough background check on your candidates to provide a well rounded portrait.  Depending on the type of job your candidate is up for, consider reviewing motor vehicle records for driving related problems such as DUIs and credit reports for financial responsibility issues.  The more thorough portrait of your candidate you can achieve, the better you can evaluate their background to determine if it is a fit with your organization.

Recurring Background Screening
Usually a background check is a good indicator of future behavior, especially with regard to to anti-social behavior such as criminal activity or civil lack of fiduciary responsibility.  Sometimes an employee can come onto a job with a clean record.  However, as time goes on, your employee’s situation may change.  Its important to consider conducting additional background screening for your current employees, including those up for promotion.  Most trucking firms are required to evaluate driving records over time, as their driver’s driving habits may change.  It is worth considering what sort of background check might be worthwhile for your firm to re-screen employees.    Make sure you follow the requirements of the FCRA, and obtain permission from your employees to run background checks.

Background checks are a valuable tool for screening offer ready candidates.  They can also be used to screen active employees, as the city of Alton is starting to do.  Before you begin to expand your screening practice to including ongoing checks of your current workforce, make sure you are in compliance with the Fair Credit Report Act.  You must always have your job applicants signed a consent and release form before running a background check.  If you are going to screen active employees, make sure that release form includes language giving you the right to screen again once the candidate has been hired.

Recurring Screening
Some contracts and DOT regulations require annual screening of your driver’s motor vehicle records.   Your driver may have had a clean driving record when they applied for the job, but after twelve months many things can change, including driving under the influence convictions, accidents, suspensions, etc.  Make sure you are in compliance with your contracts by conducting ongoing screening.  Your driver’s Motor Vehicle records can be accessed at Safeguard Screening in real time.  We provide data connections to 50 states Department Of Motor Vehicles.  Some states, like Florida, offer both 3 year and 7 year driver record reports.  Make sure you check with your client to determine what type motor vehicle record report you need.

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Florida MVRs

Recent State Fee Changes

Florida
3-year search: $2.15 – $8.00
7-year search: $315 – $10.00

New Jersey
fee change: $10.00 – $12.00, effective July 6, 2009

Vermont
Fee Change: $13.00 – $14.00, effective July 1, 2009

Ohio
Fee change: $2.00 – $5.00, effective July 1, 2009

Driving Record Searches are an essential part of a pre-employment background check as well as ongoing background checks for active driving employees.  Driving Records provide records of DUI and other motor vehicle offenses that may not show up under a criminal records search.

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MVR fees

An Article in WFAA in Texas, discusses the troubling condition of the San Antonio airport, where 767 foreign mechanics have been hired in the past two years.    These workers undergo a background check U.S. State department in their home country, but there is concern about the ability to conduct a proper international criminal record check.  

“Criminal record keeping in much of the world is “nonexistent.” Moreover, some of the home countries of the mechanics do not have diplomatic relations with the U.S.”

We talk a lot about the problems of conducting criminal records searches in the United States.   There are nationwide criminal database searches that are good in about 40 states, as well excellent county courthouse records going back at least 7 years as per FCRA guidelines.  Federal Criminal records are also available on databases and researched at the courthouse by professionals.  

International Criminal Records
In foreign countries, the criminal record searches vary depending on the record keeping quality of the country.   In practice, if you are hiring foreign workers it is best to conduct a international criminal background check with a company who is knowledgeable about the criminal record keeping practices of each country.   One company, Corra Group, has an extensive research network spanning the globe with local researchers on the ground. These researchers know their local courthouse traits and can provide the best in practice international criminal records.

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Complete Integrated Background Screening
You may want to consider using Corra Group’s applicant tracking system, which is fully integrated with their background screening service.   After you candidate’s have signed up, you can decided which candidates to send through the background screening process.  Corra makes the background checks easy by providing you with various screening packages, including an Executive Screening Package called the “Corner Office”, which retails for about $179 per candidate.    This package not only provided criminal records search, employment and education verification, but also looks for federal crimes and county civil actions.   You can never be too careful in this age of corporate unethics.

Lastly, consider your overall background screening policy and decide whether to review social networking sites such as LinkedIn, etc. to determine if your candidate identity could be confusing to your public. As an executive, the public identity must be consistent or our corporate message is muddled up.

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Corner Office