MORE INFORMATION: The more you know about your team, the better decisions you can make about where to place them.
In every business, there are several positions to be filled, many with varying levels of responsibility, access to customers, and access to sensitive data. At WSS, we’ll help you create a screening package that works for all the members of your team, both for pre-hire screening and annual screens.
You can choose from our screening packages, or create a customized process, based on the screening services you need. Drug and alcohol testing 24 / 7 availability, call now to learn more.
The County Civil Record Search is a check used to determine any civil actions filed by/against the candidate. Civil records are obtained from the county courthouses. All records include date of filing, suit description, disposition date, entire disposition, and identifiers used to locate the case.
The Statewide Criminal Record Search databases cast a wider net on determining if your candidate has a criminal record, but users are encouraged to use this search in conjunction with a County Criminal Record Search. Results can include arrest information, convictions, and sentencing details.
County Criminal Record Searches are available in over 3,000 felony and misdemeanor courts throughout the United States and are conducted in superior, upper, lower, and/or municipal court records as publicly available. These searches are used to determine if an applicant/employee has a felony and/or misdemeanor in the court being researched. Completed reports consist of only legally reportable information; typically including date of arrest, date of filing, charges, level of charges, disposition date, final disposition of charges, and any applicable sentence or penalty.
The Federal Criminal Record Search includes activity tried in Federal District Courts typically involves violations of the Constitution or other federal law. Such crimes include interstate drug trafficking, arms violations, immigration violations, fraud, and other federal statute violations. There are 94 federal judicial districts throughout the country, including at least one district in each state, the District of Columbia and Puerto Rico. Federal records do not appear in county or state record information.
The Federal Civil Record Search is a check used to determine any civil actions filed by/against the candidate. All records include date of filing, suit description, disposition date, entire disposition and identifiers used to locate the case. There are 94 federal judicial districts throughout the country, including at least one district in each state, the District of Columbia and Puerto Rico. Federal records do not appear in county record information.
Verifications specialists investigate the information on your candidate’s application or résumé, including the school name, degrees/diplomas, and dates of attendance/graduation.
WSS’ verifications specialists perform a professional license verification to confirm your candidate’s representations about their qualifications. A professional license verification authenticates the veracity of your candidate’s license and indicates if it is currently in good standing and issued in the candidate’s name.
A verification of business and/or personal credentials is a valuable source of information about the applicant’s general image as perceived by others. Results may offer insight into the candidate’s trustworthiness, reliability, competency, and integrity.
Verifications specialists verify the references on your candidate’s application/résumé with questions to help you gain insight on your candidate’s work ethic, abilities, accomplishments, past performance, and reliability.
WSS’ verifications specialists investigate this expanded employment information, which provides a comprehensive DOT FMCSA employment check on your potential drivers. This incorporates all DOT-required questions for each employer, including accident history and drug and alcohol information. The new employment verification is accepted by DOT to satisfy Section 391.23 of the Federal Motor Carrier Safety Regulations and complies with 49 CFR Part 40.25.
WSS verifies the information on your candidate’s application or résumé with dates of employment, job titles, salaries, reason for termination, and eligibility for re-hire. Our specialists verify seven years of past employment history for one flat rate, no matter how many employers are listed on the application or résumé.
WSS’ driving history screening is the ideal way to identify candidates or employees with unsafe driving records to limit your risk. This includes a Motor Vehicle Record (MVR) check. An MVR reports on a job candidate’s driving history as compiled from the relevant state Department of Motor Vehicles. Information on this report may include driver’s license information, point history, violations, convictions, and license status over the past 3–7 years. WSS also checks for any restrictions on use and the status of the current license.
CDLIS helps document the issuance of a commercial driver’s license (CDL) and the withdrawal of a commercial driver by the State Driver Licensing Agencies (SDLAs) of the CDLIS jurisdictions (the 50 U.S. states and the District of Columbia).
The purpose of the CDLIS is to keep a record of each driver nationwide and help ensure only one driver’s license and one record for each driver and to enable authorized users nationwide, such as local law enforcement officials, to check whether a driver is withdrawn through the cooperative exchange of commercial driver information between the CDLIS jurisdictions.
The Immigration Reform and Control Act (IRCA) mandates that:
The Social Security Number Trace acts as an identifier and reveals any alias names, as well as past and present addresses associated with the social security number.
Adverse action is a process often misunderstood by employers, but a mistake in this two-step process can land you in court. WSS offers every client access to the automated adverse-action system as a complimentary service. This allows you to rest easy knowing your hiring practices are compliant, fair, and transparent for all applicants.
Our automated system is a seamless solution for the adverse action notifications by completing this entire process for you. Once you have determined you will not be hiring a potential employee based on their background check, simply contact us or log into your account online to begin the process, as we will not send the notifications without your approval to do so. Once the notifications have been mailed or e-mailed, you will receive copies of the letters in a final report for your records.