Truckers are also expected to conduct more thorough employment verification for new hires (pre-employment screening) in positions that are regulated by the DOT for past DOT positions. DOT employment verifications include some additional questions about accident history and as well and drug abuse and counseling questions.  Corra Group assists employers with meeting this additional requirement; they have a staff well versed in the DOT regulations and additional forms and documents available to help employers meet compliance.

Contact Corra Group today to discuss your DOT background screening requirements including Driving Records (MVRs), DOT Drug testing, random pool maintenance, DOT Physicals, and DOT employment verifications.

Should you decide that the results of the background check maybe play a roll in your decision not to hire, promote and maintain employment of a subject (an adverse action) then you must clearly notify the subject of your intentions and give them an opportunity to contest the results of the background check.  This is called an Pre-Adverse Action and it needs to be sent to the applicant with a copy of the background check.  

After a reasonable period of time, and the applicant has not contested the background check, you can conduct the adverse action (not hire, promote or maintain employment) and then you must send them an “Adverse Action Letter“  announcing you have made your decision and provide them with a copy of a document called ”A summary of your rights under the FCRA”.

If you need more information about your obligations under the FCRA as an employer, please contact Corra Group at 310.822.7788.

Then you got laid off. Down-sized. The recruiters aren’t calling any more, and now you are asking for help. The trouble is that employers have an uncanny ability to smell your desperation. Changing jobs when your employed is all about a power play; higher salary, better benefits, work-life- balance, what can you do for me? You’re a mercenary, and your smiling the whole time. But looking for a job when your out of work is a desperate play. It’s a survival.

The hard part is trying to maintain that swagger, that game face during the interviews and the rest of the hiring process. You may be tempted to claim you are still employed. Yeah, you only got laid off last week, perhaps you can still submit that resume with “2006 to current” for your last job. The thing is, employers will uncover the truth during a background check. It’s better to be truthful upfront and avoid any exaggerations, especially easily verifiable ones. Exaggerating your sales numbers might be easily concealed, and only discovered during a reference call with your former boss, but your employment status is easily checked with Human Resources. Be smart, and be honest. You can get that job, just get because of your merits, your real skills.

Employers, especially trucking and transportation firms rely heavily on CDL and non-CDL motor vehicle record reportsto screen potential drivers and current employees for safe driving habits.  Motor Vehicle Records are necessary for compliance with Department of Transportation Regulations, and help employers maintain an ongoing fleet screening program.   Motor Vehicle Records (MVRs) provide license status, license type (CDL, non-commercial, etc) accident and collision history, moving violations, medical restrictions, and any actions taken by the Department of Motor Vehicles.

Corra Group provides your firm with a complete series of background checks and services, including motor vehicle records, criminal records, education verifications, as well as industry updates to keep you informed.

Stay on top of your costs with Corra Group’s Background Check suite of services, includes motor vehicle records. Corra also offers recurring screening and random sampling tools, to assist with your annual compliance requirements. Contact them today at corragroup.com or call (310) 822-7788.

CanalPlus, a french film cable news channel, interviewed Los Angeles Based Corra Group Background Screening about Ryan Jenkins and problems studios have running background checks on reality television stars. The vido is overdubbed in French, but you can hear the guys from Corra talking in English.

The watershed moment was Ryan Jenkins, who allegedly murdered his wife and was a contestant on reality show “Megan wants a Millionaire”  Jenkins passed an initial background check, apparently due to a Canadian court clerk missing filed cases.  Canada has since revised its background checking policies and tightened up it’s Canadian screening policies.

Corra’s entertainment industry background check packages are the Prime Time Package, a basic introductory package, the “Red Carpet Package”, and “The Industry Package” each provides an increasing level of screening and helps studios screen different strata of employees and contestants.

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

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.