The penal system is heavily populated with convicted felons who have rap sheets of various “lengths.” The nature of the offenses may see them get out of the bars for good behavior or even a technicality – some offenses are enough to net them life terms or worse. When such a person comes to your business looking for work, do you accept them right away, much less, at all? You can hold off on the job offer for the moment by scouring their public records. A search professional may help.
Some recruitment experts state that you must exercise due diligence in learning as much personal information as possible about the new hire. The data you need to gather mostly includes the full name, date of birth, Social Security number and addresses prior and current. You have every right to see if there really is much more to the person than meets the eye.
Your preferred records searcher can be put on the case by inquiring with the county court that has jurisdiction over the applicant’s place of residence. However, be prepared for the possibility that the clerk of court has nothing on the applicant. Your team may recommend liaising with the National Criminal Information Center instead. As the prospective employer, you have the right to make sure that your new hires will have the skills and background to be part of your organization.