Our researchers conduct a two-part verification of employment. Verification of employment through Human Resources is conducted to confirm job title, dates of employment, responsibilities, reason for departure, and eligibility to return.
An additional step in the employment verification includes an interview with the candidate’s supervisors and professional references. Individuals with firsthand experience working with the prospective employee provide specific information regarding the candidate’s work history, including but not limited to duties, work performance, strengths, weaknesses and accomplishments. The results of our interviews are reported in a narrative format unique to each candidate and employer. Our reports utilize our researchers’ comprehensive experience to develop vital information required by recruiters to make a hiring decision.
Our cutting edge technology has compiled an extensive database of employers and educational institutions, and their procedures and contact information to verify employment, degrees and diplomas. This database streamlines the verification process with the information provided by the applicant and results in a quicker return of vital information for our clients. Our verification program will automatically generate emails to appropriate parties in Human Resources and schools. Verifiers complete a form filler PDF in just a few minutes and their response instantly populates the candidate’s report in our system and the results are immediately available for review by the prospective employer. No longer dependent on phone calls, telephone tag and faxes, our processes have reduced the time to return verifications by 70%.
Conducting accurate and compliant criminal record research is a primary concern for the employer and the applicant. In addition to the FCRA, statutes governing criminal checks and what criminal records can be reported to a potential employer vary by state. It is the responsibility of the background investigation company to understand the criminal record research process in each state and conduct the most thorough and comprehensive search allowable by law through a primary source.
Unfortunately, there is a great deal of misinformation regarding criminal record research as it relates to the background investigation process. Too many background vendors conduct criminal record checks using cheap, incomplete and inaccurate proprietary databases instead of conducting criminal record research through primary sources such as through the State Police in each state. Proprietary databases provide instant results and they are inexpensive. However, proprietary databases often inaccurate or they are missing information and they do not meet due diligence standards. Criminal record research must be conducted through primary sources, not databases. Primary source research includes the specific state agency set forth by statute for the purpose of conducting statewide criminal record research.
Forty-two states have provisions to search criminal records for employment purposes on a statewide basis for felony and misdemeanor convictions. In the remaining eight states, criminal records can only be researched on an individual county-by-county basis. In the case of a county search, the only records available will be those criminal cases heard in the county that was checked. A crime that occurred in another county will not be found.
Check to see if your vendor is conducting criminal record checks on a county level only, instead of a statewide search through a state agency, the primary source. Then call us.
The cornerstone of a comprehensive and compliant criminal record research program is a thorough record search in every jurisdiction where the candidate has lived. However, most applications only ask for a current address, and it is not known how long the candidate lived there. Other concerns for an employer include whether the candidate provided the correct name and date of birth on the application, since this information is raw, unconfirmed data during the application process. A criminal search conducted with inaccurate identifiers may result in the failure to locate a criminal record belonging to the candidate.
To resolve this problem, TABB INC’s proprietary Social Security Number Trace accesses thousands of databases in the U.S. and instantly confirms the candidate’s SSN and identifies where the candidate has lived in the past and present. This search will develop other names used by the candidate and confirm the date of birth.
Our SSN Trace develops and confirms information that may not have been included on the employment application, either by mistake or omission. When the SSN Trace is used in conjunction with our primary source criminal research in all jurisdictions where the candidate has resided a program is in place that mitigates your risk and reduce the possibility of a failed hire.
A national sex offender database provides a comprehensive search of publicly available sexual offenders from all fifty states. The availability of the records varies by state and is dependent upon each state's policy regarding the availability and publication of records. This search provides a comprehensive nationwide search for serious offenders.
Supervisors, co-workers and peers are a valuable source of information. Clients benefit from our researchers’ comprehensive experience interviewing references across a broad spectrum of occupations. References are asked open-ended questions regarding the candidates experience and abilities, and our researchers expand into other areas based on reference responses. Responses from references are reported in a narrative format unique to each candidate and employer.
For individuals with limited employment experience, personal references are contacted to ascertain reputation and character.
We are constantly working on innovative solutions that will reduce client “pain points”, areas that cause delays, hinder the recruiting process, and increase cost and time to hire. Leveraging our technology and our vast experience conducting behavioral based background investigations, E-Reference Checks (ERC) takes reference checking to a whole new level.
Our goal is to enhance client hiring processes and develop the most qualified candidates. Our proprietary software platform includes job specific performance surveys and competency-based questions that are emailed to the applicant’s supervisors, coworkers and peers to develop a comprehensive evaluation of a candidate’s performance. References receive an automated email requesting them to complete a quick online questionnaire.
Responses rate the candidate’s abilities across performance categories and the completed ERC includes narrative evaluations. Recruiters initiate the process and monitor results through an online dashboard and easy to read candidate evaluation reports. Results are typically available in less than 48 hours and at a fraction of the cost, of a typical background investigation.
Background checks have been conducted the same way since the invention of the phone. As technology evolves, we are exploring new and innovative services that will improve the recruiting process and the quality of hire. Our ERC technology opens the door to new possibilities for Human Resources to reduce time to hire, cost and the involvement of recruiters in the background process.
Verification of education is conducted at the high school, trade school, college or university, and includes dates of attendance, grade point average, degree, and any honors received upon graduation. The availability of information is subject to the policies of the reporting institutions.
Applicants with financial responsibilities may require a credit check. Our report will include current and former addresses, the social security number on record with the credit bureau, current and former employers. A summary of the applicant's credit history will be provided indicating the status of credit accounts and will include judgments, liens, bankruptcy and collection accounts, if any.
The Social Security Administration has a consent based verification program to verify a person’s name and social security number. The Social Security Administration is the only governmental agency or organization that has the correct identity of an individual and allows confirmation for employment purposes. This search assures that the criminal record check is conducted on the applicant using the correct identity and that the applicant has a valid Social Security number.
According to a recent Society of Human Resource Management Magazine article, the Immigration and Customs Enforcement (ICE) will aggressively audit employer's I-9 processes and completed forms for compliance in the coming years. ICE officials have determined that audits are more effective and less disruptive than employer raids. There were 2,500 audits in 2011, a fivefold increase in just three years. The number of audits are expected to continue this growth pattern. Additionally, federal and state legislators seek to make E-Verify mandatory for employers. E-Verify is already mandatory in a number of states. TABB INC. provides an easy solution to the I-9 and E-Verify process and best of all, at no cost to the employer.
Without effective assistance in maintaining the balance between employing a legal workforce and avoiding discrimination, employers are vulnerable to fines, lawsuits and other serious penalties. Compliance is particularly challenging for companies with multiple worksites and temporary foreign employees. Employers are responsible for problems resulting from changes in law as well as the varied knowledge and judgment of employees responsible for completing the forms and reviewing documents for genuineness and relationship to the new hire who has presented them. TABB INC.’s unique process enables accurate online creation of failsafe I-9 forms. The system is far more than a web-based form filler. Our digital I-9 form is governed by multiple rules that apply to individual data fields. Some of these rules are enforced across several fields, both within and across Sections of the I-9. Our I-9 and E-Verification Solution is an automated compliance system to provide a truly comprehensive audit on demand.
Our web-based system guides the employer representative quickly and easily through the familiar I-9 form. Error Rules, Alerts and Tips associated with specific fields provide thorough guidelines for the completion of the form, answering questions when needed and allowing for timely error resolution during completion of the form. I-9 forms cannot be signed until all curable errors are eliminated, including omission errors, logic errors, correlation errors, and formatting errors. All outstanding errors are compiled into reports so that management is aware of the status of a non-compliant I-9 form.
The system captures and stores electronic signatures, resulting in a completely paperless Form I-9 process. Our software automatically and seamlessly interfaces with the E-Verify to verify that there is a match between a person's SSN and name, that the person's citizenship status is correct, and he or she is eligible for work. The response for verification is almost immediate. The I-9 and E-Verify Solution solves problems that compliance-minded employers have experienced since the initial implementation of the government's employment eligibility verification rules in 1987. Our Electronic Form I-9 verification service is secure, economical, easy-to-use, and most importantly, accurate.
Benefits of the Electronic I-9 and E-Verify Solution
· Eliminates errors and omissions as each Form I-9 is completed.
· Provides tips and alerts to flag exceptions and eliminate confusion while the I-9 form is prepared.
· Prevents fraud and typing errors and prohibits creation of an incomplete Form I-9.
· Compares Form I-9 information with the Department of Treasury OFAC list of aliens "blocked" from U.S. employment.
· Compares Form I-9 Section 1 information, the employee’s identity, with the SSA and Department of Homeland Security's E-Verify Program. A confirmation number will be issued to you from the SSA and DHS to document the employee’s name, date of birth and social security number matches information with these agencies.
· All documents with future expiration dates that must be updated trigger email notifications in advance with standard emails being delivered, 180, 90, 60, 30 and 0 days before they expired. All documents with future expiration dates that must be updated trigger email notifications in advance with standard emails being delivered, 180, 90, 60, 30 and 0 days before they expired.
· Captures electronic signatures ("click to accept", PIN, keypad signatures).
· Retains Form I-9 records electronically at centralized location, with full compliance.
· Provides backup for paper Form I-9 records that are lost or destroyed.
· Existing Form I-9s and supporting documentation can be scanned and attached to electronic system, and paper Form I-9s can then be destroyed.
· Accommodates changes in law as soon as they are effective.
· Provides standardized reporting and the flexibility to generate unique reports from Form I-9 data, functionality that typically is not available from other sources.
· Data for existing employees’ (Historical) I-9 forms can be audited to determine Form I-9 risk.
Pre-employment drug screening proactively protects employers from the potential negative impact of hiring individuals with substance abuse issues. Additionally, our drug screening fulfills federal, state and occupational mandates.
Maintaining a safe and productive work environment is critical for businesses, their clients, and their employees. TABB INC. has partnered with LabCorp and Quest to provide the fastest, most secure services possible to our clients.
Standard panels test for the most commonly abused drugs. Custom drug panels that meet your particular concerns and requirements are available at no extra cost.
Our electronic processing and online scheduling streamlines the steps for your candidate. Our Medical Review Officers (MROs) are licensed physicians and will review each positive result. The MRO will review and evaluate results with the candidate or student to ensure accurate and reliable results.