Employment domain testing is becoming increasingly common these days. Reasons for this include the fact that negligent hiring of cases arising from the actions of the offending employee could damage the company’s credibility and lead to significant fines; companies are increasingly selecting employees of their choice following threats of terrorist activities; Receiving a resume with a value proposition has resulted in many companies wasting time and money due to common hiring and fire conditions. Also, many companies are now exploring the domain of employees as information from information around the world is available online. Employers are not required to check the employment domain in all cases; however, state and federal laws make back-end employment testing mandatory for jobs that require interaction with children, the sick, and the elderly.
Details that may be included in post-employment tests include driving records, details of past employment, criminal records, military records, academic records, character references, and drug testing records. However, background check companies that provide information to employers must comply with the Fair Credit Reporting Act (FCRA) which regulates the type and amount of information an outside agency can provide to an employer. The disappearance of more than ten years of age and community suits and more than seven years of incarceration records cannot be reported. FCRA regulations vary from government to state and agencies that conduct pre-employment checks are required to ensure compliance with state laws.
Employment domain testing can be done by companies internally or can be sent to third parties which may include independent investigators, HR firms that evaluate applicants, and online data vendors. Issuing a rental employment check has its benefits but when a third party checks the domain, permission from the applicant is required and under the rules of FCRA the applicant must be provided with a copy of the investigation. If the employment site inspection is conducted internally, the employer will not be obliged to obtain the applicant's consent or inform him or her in detail of the reason for refusing the application.