Reports & Descriptions

Report Name	Report Type	Report Description
Credit Report	Identification	A credit report may be obtained through any one or more of the three national credit bureaus -- Equifax, Trans Union, and Experian. This report shows the applicant’s credit history as established with institutions such as mortgage companies, banks, credit unions, department stores, automotive dealerships, gas stations, apartment rentals, etc. Should credit accounts become past due, creditors may turn the account over to collection agencies who also report information to credit bureaus. In addition, public record information, such as bankruptcies, liens, and judgments appear on the credit report. When a credit file is established on an individual, that file will also contain personal identifiers such as names used, addresses, social security number, and sometimes employers. The credit reports can help form a picture of an applicant’s sense of responsibility and reliability. The credit report is especially important when screening job applicants for sensitive positions such as cashiers, couriers, security officers, and financial managers – any position where the individual will be handling cash, credit cards, or other valuables. In addition, addresses and other names or name variations listed on a credit report can be compared to the areas of residence and name(s) given by the job applicant. Should there be inconsistencies, the client may wish to question the applicant, or conduct additional criminal searches in the newly found locations and/or under the newly found name(s). Employment information may also be present on the credit report. Employment information listed by the applicant on applications for credit cards, bank loans, apartment rentals, etc, is often transferred to the credit report. When employment information appearing on a credit report is not listed on the application or resume, ESS will make note of this in the report. The client may want to question the applicant about the employment. Upon request and with sufficient information, ESS will attempt to verify employment at the business showing on the credit report but not on the application. Employment Screening Services will not only provide you with a bureau copy of a credit report, which can be difficult to read and analyze, but we will also provide an easy to read summary of the report. In addition, ESS staff are ready to answer or research any questions you may have on the contents of a credit report.
ID Report	Identification	Confirming the identity of an applicant is an essential part of a thorough background check. The Identification Report is obtained from Equifax, the only one of the three national credit bureaus offering this report. The ID Report is derived from the Credit Report, but it contains no financial or public record information of any kind. Clients may choose the ID Report rather than the Credit Report when credit history and public information is deemed irrelevant to the position. A useful tool in itself, the ID Report has proven its value many times. On many occasions, name variations, inconsistent addresses, and unlisted employers, after further checking, have put the applicant’s honesty into question. Addresses and other names or name variations listed on an ID report can be compared to the areas of residence and name(s) given by the job applicant. Should there be inconsistencies, the employer may wish to question the applicant, or conduct additional criminal search in the newly found locations and/or under the newly found name(s). Employment information may also be present on the ID report. Employment information listed by the applicant on applications for credit cards, bank loans, apartment rentals, etc, are often listed on the ID report. When employment information appearing on an ID report is not listed on the application or resume, ESS will make note of this in the report. The client may want to question the applicant about the employment. Upon request and with sufficient information, ESS will attempt to verify employment at the business showing on the ID report but not on the application.
Social Security Report	Identification	When people attempt to distance themselves from an unpleasant past, they may change their name and/or use a different social security number. The SSN Trace Report originates from one of the three credit bureaus. It consists of two parts. First, when the SSN is submitted to the credit bureau, it is run through a formula established by the Social Security Administration, which indicates whether the number is valid, the approximate year of issue, and the state of issue. Secondly, the credit bureau will provide a list of names that have been linked to the submitted SSN through that bureau. This ‘link’ occurs when a business sends consumer information to a credit bureau, which indexes this information. In addition to names or name variations, the SSN Trace will also provide the addresses and sometimes employers that are associated with the names. The value of addresses and employment information is the same as described in the Credit and ID Report. Knowing that the applicant’s SSN is valid, issued within an appropriate date range, and knowing the state of issue is valuable information and may determine if direct contact with the Social Security Administration is needed prior to employment. In addition, the SSN Trace may show name variations, maiden names, or aliases that may not appear on a Credit or ID report. Since Criminal History checks are searched primarily by name, knowing that an applicant has changed his/her name is important. The employer may choose to do a more comprehensive criminal search using all possible names.
Business Credit Report	Public Record	The Business Credit Report can be used in several situations. Screening job applicants is a necessity for all employers, but a company may also need to occasionally screen another business. Employment Screening Services offers the Experian Business Credit Report, consisting of a Business Profile and a Small Business Advisory Report. The Business Profile will include corporate information, public records, and the company’s credit history. For small businesses, the Small Business Advisory Report will add the same details about the company’s owner(s) or principal(s). The Business Credit Report may also be a viable tool when screening individuals. When an applicant lists ownership of a business, it can be difficult to obtain an objective employment verification. Compounding the problem is that some individuals who wish to hide a gap in their employment history, may list “Self-Employment” for that period of their employment history. The Business Credit Report will often verify claims of self-employment by indicating the owner’s name, the date of incorporation or inception, and date of dissolution. Also, if the applicant is being considered for a position requiring a high degree of financial responsibility or public trust, obtaining a Business Credit Report on his/her currently or formerly owned business, as well as a personal credit report, is recommended.
Civil Litigation Report	Public Record	Employers have a right to protect themselves against those who would set them up for frivolous lawsuits. A Civil Litigation Report may also be useful when screening for certain positions such as in the medical field, child care, education, and other human services professions. A civil search may be the only way of revealing malpractice and other negligence actions. This report, conducted at the upper county court level, reveals an applicant’s involvement in civil lawsuits both as a plaintiff or defendant. The Civil Litigation Report is also available at the federal and small claims levels.
Criminal History Search	Public Record	Employers are increasingly held liable when an employee commits a crime during the course of employment. Doctrines of negligent hiring and retention are requiring employers to use a reasoned background check so that hiring an applicant will not put third parties into potentially harmful situations. The Criminal History Report is a search of the applicant’s name and identifiers in the criminal index of a given county or state, where available. The vast majority of criminal cases are prosecuted at the county level; therefore, a standard criminal search is conducted at the county level, and usually includes a search for both felony and misdemeanor convictions within a seven year period. A Metropolitan Criminal Search is also available. A "metro" criminal search will cover all county criminal records for an entire metropolitan area in a single request at discounted pricing. Where statewide criminal histories are unavailable, this is a valuable alternative. For example, the metropolitan area of Los Angeles primarily resides within Los Angeles County, but Orange, Ventura, and San Bernardino counties are also part of the same metro area. ESS put together 39 Metro Criminal Searches for areas where a statewide search is not a viable option.
Federal Criminal Record Search	Public Record	Violations of federal criminal law are prosecuted in the federal court, a totally separate judicial system from the county court system. Some examples of federal crimes include mail fraud, interstate drug trafficking, certain firearm violations, bank robbery, and crimes committed on Indian reservations or federal property. There are 94 Federal U.S. District Courts. Some districts comprise an entire state; more populous states may have three or four federal district courts. Regardless, ESS is able to search federal records for an entire state in one process. While the vast majority of the crimes are prosecuted at the county level, a federal criminal record search should also be considered. Some people confuse federal searches with “nationwide” searches. They are very different. The only entities with the capability of conducting a single search that covers the entire United States are the FBI and affiliated law enforcement agencies. Some industries, such as banking, investment, and real estate are required to conduct an FBI fingerprint check for certain positions, but unless required by law, private businesses and individuals do not have access to a nationwide criminal search. Unauthorized use of FBI or police records is a violation of federal law. Please beware of any private individual or company that purports to have access to a nationwide criminal history search.
Motor Vehicle Records	Public Record	The law states employers are responsible for their employees while driving on company business. The Motor Vehicle Report limits an employer’s liability by verifying that an applicant has a valid license and a driving record appropriate for the duties and responsibilities of the job. Even for non-driving positions, a pattern of a very poor driving, one that extends over a year or longer, may be indicative of a behavioral problem that goes beyond driving ability. The MVR shows the driver’s full name and current address (not available in some states). The validity and status of the license are shown, along with a history of all violations, accidents, restrictions, and actions against the license within a certain number of years. The length of history on a MVR varies from state to state, and with the type of violation. Most states provide a three or five year history. Many state MVRs will also list whether a previous state’s license was surrendered at the time the current license was issued.
State & Federal Inmate Search	Public Record	Every state has either a Department of Corrections or a Bureau of Prisons that indexes inmates who have served time in the state’s prison system. This search is a valuable supplemental tool to be used with a standard criminal history search, especially in those states where a statewide criminal record search is not available. California, for example, has large metropolitan areas made up of different county governments. Since California does not offer a statewide criminal search, the most appropriate county or counties must be singled out for criminal searches. An inmate search through the California Department of Corrections is not a criminal history search since it only includes prison inmates, but it is statewide in scope and very possibly could uncover criminal activity in counties that would not have been searched otherwise. The State Inmate Search does not include individuals who spent time in a county or city jail; only those taken into custody by the state prison system. A Federal Inmate Search is also available. This search is similar to the State Inmate Search except it is conducted through the Federal Bureau of Prisons, which maintains an index of persons who have entered into the federal prison system. A person sentenced to prison for a federal crime (see Federal Criminal Searches above) will become a federal inmate. The Federal Inmate Search covers the entire United States and U.S. territories.
Wants & Warrants Search	Public Record	There is one minor exception to the rule that nationwide searches are not available to the public. Law enforcement agencies in some states will allow private companies to utilize a Wants and Warrants database. All law enforcement agencies who are seeking individuals wanted on an indictable felony warrant, voluntarily report the subjects to a centralized Wants and Warrants database. ESS has been authorized by a law enforcement agency to access this database, but keep in mind, these are not criminal record searches. This is an important distinction since most applications (and some state laws) only address an employer’s right to ask a job applicant about criminal convictions. If an applicant is clear of convictions but is wanted on a felony warrant, we recommend consulting your legal department for direction. The information should not be the basis for an adverse action without first gathering additional information or giving the applicant a chance to explain.
Workers' Compensation Report	Public Record	Unfortunately, some people apply for jobs requiring physical exertion knowing full well they are susceptible to injury. Others may have no intent to defraud, but simply do not understand their physical abilities when compared to the physical demands of a job. Employers can take measures to ensure their employees do not put themselves or others in danger. The Worker Compensation History Report can protect an employer against avoidable claims. The American Disabilities Act places regulations on the timing of the search. The search can only be conducted after a conditional job offer has been extended to the applicant. It is at this point the applicant also usually goes through a physical examination and medical history review. Employers are not allowed to deny employment simply due to a job applicant’s past work compensation claims, but employers do have certain rights to establish whether an applicant can perform the essential functions of the job. The Worker Compensation report may also uncover misrepresentations made on the medical history review. Records will usually show the date of injury, type of disability, employer, time lost, and the disposition or amount of the claim. Because states have different requirements and regulations that frequently change, clients have found ESS a valuable resource in conducting worker compensation searches by the most expedient and reliable means.
Education & Credentials Verification	Verification	A minimum qualification for many jobs is a high school diploma, and for higher paying jobs, a college degree. The stiff competition for good jobs has caused an alarmingly high rate of misrepresenting their educational credentials. Sixty-percent of college registrars routinely experience attempts to document false credentials, according to one government study. An applicant who falsifies the job application is revealing a character flaw that could surface again, in a more serious job-related context. ESS can authenticate academic achievements to insure the applicant has the education he/she claims.
Employment Verification	Verification	The verification of an applicant’s employment history is an integral part of the background check. An alarmingly high percentage of applicants exaggerate their experience and qualifications, and employers often do not have the time to check the information as thoroughly as they would like. ESS will verify and collect information based on the application or resume. We clearly point out discrepancies between the applicant’s information and verified information. A Basic Employment Verification will include the following areas (as available) for each employer within the specified time period: dates of employment, position, salary, reason for leaving, eligibility for rehire, confirmation of SSN. A Comprehensive Employment Verification will include the basic verification information and in addition, will provide reference information through listed supervisors and professional, academic, and/or personal references. The Comprehensive Employment Verification can reveal a wide range of information -- shedding light on the applicant’s reliability, temperament, competence, motivation, weaknesses, and suitability for the position for which he/she is being considered. While some employers choose to check references themselves, many ESS clients find it much more cost and time effective to have ESS’s trained personnel conduct reference checks. We are happy to tailor the reference questions to fit your particular needs.
Military Records	Verification	Unfortunately, deceptive applicants have been known to list service in the military as a way of hiding their whereabouts for a period of time. Employers need not be at a loss when it comes to screening an applicant who has recent military service. Employment Screening Services will attempt verification of service as part of the employment verification; however, shortly after separation, military personnel records are transferred to a central repository. If necessary, ESS will obtain DD-214 or other statements of service that will officially confirm the applicant’s years of service, rank at discharge, and type of discharge.
Professional License	Verification	More and more positions are requiring an employee hold a professional license, designation, or certification. An applicant’s professional credentials should never be taken for granted. Applicants who misrepresent their professional standing are exposing both their lack of competency and integrity. ESS can verify virtually any type of special license or certification, whether the issuing agency is the state or federal government or an industry association.
Sex Offender Registry		Do your employees deal with children or the elderly? If so, you may be interested in our new Sex Offender Search. We currently, we have 37 separate States including Guam that have full or limited information on sex offenders. These offenders have been convicted of a sexual crime and have been incarcerated in a state prison facility, jail, or on parole or probation and have registered with the state or local police department. The information available includes, name, sex, address, race, physical characteristics and the type of crime committed. Many states also offer information on absconders or offenders who have failed to register with a state facility or police department after being released from prison, jail, or on parole or probation. Some of the states only offer information on Level 3 or High Risk offenders. States categorize the offenders as level 1, 2, or 3 with level 3 as being the highest risk offender or A, B, and C and C being the highest risk depending on the type of crime committed. More states will become available in the near future.