Integrations

RALEIGH, N.C., DATE – The Professional Background Screening Association (PBSA®) Background Screening Credentialing Council (BSCC) announced today that 3 rd Degree Screening, Inc has successfully demonstrated compliance with the Background Screening Agency Accreditation Program (BSAAP) and will now be formally recognized as BSCC-Accredited.

3rd Degree Screening has not missed a beat during the COVID-19 pandemic hitting the nation. All 3rd Degree Screening employees have been able to continue working at headquarters while maintaining social distancing practices.3rd Degree Screening understands the need of our clients to get applicants hired as quickly as possible all while maintaining an accurate, compliant, and thorough background check process. Now more than ever it is important you have a background check company with true customer service. At 3rd Degree Screening you are guaranteed to speak with an account manager immediately when needed and have open lines of communication 24/7.

Council Bluffs, IA – 3rd Degree Screening and HR Search Pros have announced a nationwide partnership to provide corporate clients with comprehensive background check and drug testing services. An innovative partnership for human resource services, 3rd Degree Screening, and HR Search Pros will provide clients with a robust technology platform and pre-set background check packages to harness their organization’s full human resource potential. With the ability to customize service offerings for each client’s specific background check or drug testing needs, 3rd Degree Screening and HR Search Pros will help companies identify the best candidates and workplace professionals for their organizations and teams.

The state of Iowa school system has received a lot of attention recently, and rightfully so. The Iowa House passed senate bill 338 that will require all public school districts to conduct background checks on all employees and potential new hires. The bill requires a school district to review the Iowa state sex offender registry, the Iowa state central registry for dependent adult abuse, the Iowa state central registry for child abuse, and the Iowa court information system. The bill also the school district to follow the same procedure every five years from the hiring date for employees hired on or after July 1, 2013.Iowa School Employee Background Checks

3rd Degree Screening uses a National Criminal Database (AKA multi-state nationwide criminal database, multi-jurisdictional criminal database) has a SUPPLEMENTAL search when performing a comprehensive background check. 3rd Degree Screening would NEVER recommend the national criminal database has a basis of a thorough criminal background check especially for Kansas employers conducting a Kansas background check. The purpose of the national criminal database is to find records from jurisdictions not searched from an applicant’s previous jurisdictions of residency or jurisdictions found in the Social Security Trace.

3rd Degree Screening uses a National Criminal Database (AKA multi-state nationwide criminal database, multi-jurisdictional criminal database) has a SUPPLEMENTAL search when performing a comprehensive background check. 3rd Degree Screening would NEVER recommend the national criminal database has a basis of a thorough criminal background check especially for Missouri employers. The purpose of the national criminal database is to find records from jurisdictions not searched from an applicant’s previous jurisdictions of residency or jurisdictions found in the Social Security Trace.

3rd Degree Screening uses a National Criminal Database has a SUPPLEMENTAL search when performing a comprehensive background check. 3rd Degree Screening would NEVER recommend the national criminal database has a basis of a thorough criminal background check especially for Wisconsin employers. The purpose of the national criminal database is to find records from jurisdictions not searched from an applicant’s previous jurisdictions of residency or jurisdictions found in the Social Security Trace.

3rd Degree Screening uses a National Criminal Database has a SUPPLEMENTAL search when performing a comprehensive background check. 3rd Degree Screening would NEVER recommend the national criminal database has a basis of a thorough criminal background check especially for Iowa employers. The purpose of the national criminal database is to find records from jurisdictions not searched from an applicant’s previous jurisdictions of residency or jurisdictions found in the Social Security Trace.

Service Allows Consumers to Order a Personal Drug Test or Background Check on ThemselvesCouncil Bluffs, IA — (SBWIRE) — 09/27/2016 — Background checks are an integral part of the hiring process in today’s market, with employers of all industries utilizing them to properly vet their applicants. The catch is, prospective employees almost never see the results of the background check. Key elements from their past they need rectify can go unrecognized, and hamper their chances at employment. Fortunately, a timely, effective solution exists in the brand new launching of a trusted background check website: Facts on Me. The service was recently launched by 3rd Degree Screening, a household name in the background check market. It is sure to help consumers in their job hunting efforts for years to come.

The National Criminal Database contains hundreds of millions of records from has many has 200+ sources. Depending on the location, coverage and information available can vary widely. Employers should know this search is NOT a comprehensive search and is missing important records.National Criminal Database Background Check

3rd Degree Screening, Inc is now offering its current Property Management clients and new Property Management clients a free Applicant/Tenant Tracking System specifically designed for property managers.

Organizations are all trying to save money. They don’t want to have to lay people off so they look at their current processes and see where they can reduce costs. Unfortunately when this happens, sometimes the wrong things get cut completely or budgets get reduced and then shortcuts are made. One process organizations should not try to cut corners is with regards to their screening services, such as background checks and drug testing. Why? That upfront cost is nothing when you look at what the following companies had to pay because they did not properly screen their employees:

Starting a workplace drug-testing program requires a lot of steps. A policy has to be created and within that policy you have to decide the reasons you will be testing your employees. Typically companies test at the time of a job offer, after any accident, and when they suspect someone is under the influence of a drug. More and more companies are adding random testing to their reasons.

eScreen is a company that provides screening applications for hiring and maintaining healthy and drug-free workforces. They offer web-based applications so employers don’t have to worry about all the papers that come with workplace testing. One of the most beneficial products eScreen offers is the eCup/eReader, the only FDA-cleared instant digital drug eScreenscreen. This state of the art product can give results for a non-regulated (non-DOT) drug test in 15 minutes. That is if the drug test is negative. And these non-DOT drug test results are provided via paperless transactions.

3rd Degree Screening became a Certified Women’s Business Enterprise by the Women’s Business Enterprise National Council (WBENC) on July 31, 2013. WBENC is the nation’s leading advocate of women-owned businesses as suppliers to corporation in the United States. The intense certification process includes completion of an application, presentation of business documents, and a site visit interview. To be granted this certification, the business must be 51% owned, controlled, operated, and managed by a woman or women, which 3rd Degree Screening is. This certification gives women owned businesses the chance to compete for opportunities from the WBENC Corporate Members and various government agencies.

Everyone is busy – both in their professional life and their personal life. To help streamline our lives, we look for things to make them easier. An example would be the iPhone. The iPhone simplifies our personal and professional life because we can access our emails, our calendar, make phone calls, and receive text messages, all in one piece of equipment.

Most companies have employee handbooks that are given to new hires when they start. It goes over the basic policies and procedures, dress code, PTO, insurance, etc. And then, typically, there is a place for the new hire to sign and date, acknowledging they understand what is in the handbook. A lot of employers include a drug testing policy in the handbook but perhaps they only enforce part of it. For example, the drug testing policy may state that they do pre-employment, post-accident, and random drug testing. But the company has only really enforced the pre-employment testing and is now going to begin random testing.

Consumer reporting agencies, or CRAs, used to focus solely on information related to a person’s credit history. However, now they provide much more. CRAs are businesses that gather information on individuals, compile it, and report the information back to companies for use of employment purposes, tenancy and credit evaluation, and other purposes.

Most parents do some research on the people that watch their kids. They get referrals from friends or family members or perhaps they search for the person on the Internet. If you find their name on the Internet, are you sure the website you are looking at is credible? Did you look to see if there was any disclaimer on the home page? For example, Instant Checkmate is a website that you can go to and search public records. However, if you read the disclaimer at the bottom of the page, you will see that it states, “the information available on our website may not be 100% accurate, complete, or up to date, so do not use this information as a substitute for your own due diligence, especially if you have concerns about a person’s criminal history.”

Companies use staffing agencies to improve productivity, decrease costs, avoid unemployment claims, and for flexibility. Some companies only hire on a temp-to-hire basis, meaning the employees that work for them as regular employees came to the company from a staffing agency. This gave them a chance to “try out” the employee, ensuring they were a good fit with the company culture and fellow employees, before they were hired as a regular employee.

It’s difficult to make changes in our personal lives, let alone changes in our professional lives, especially when things have worked fine for so long. But changes are good. It helps businesses keep their competitive edge and keeps their customers loyal. In fact, businesses should embrace change! Most companies have been using the same vendors for services for quite some time. We hear it all the time “we have no issues with our current provider,” “things have been running smoothly and we don’t see any reason for a change.” Change is hard for anyone, but change is a good thing. It can bring a new perspective to a current process and save you time and money.

Are workplaces that drug test invading your privacy? If you search the internet you can find different blogs where people voice their opinions about workplace drug testing and privacy. I understand that if your company comes to you one day and says “you are being drug tested today,” without ever showing you a drug testing policy, then I would say they are an invasion of privacy.

I read an article today discussing Montana bus drivers with criminal histories. Apparently an audit was done and it revealed that not all of the school bus drivers in this Montana school district have “good moral character.” Their audit showed they had over 60 bus drivers with some kind of criminal history, 8 with felony arrests, and 1 with a warrant out for his arrest. Based on the article background checks were done when these drivers were hired but there were no ongoing checks done on a regular basis.

A uniform and in-depth background screening process can help prevent workplace violence. Specifically, doing a criminal background check should be seen as a mandatory part of conducting business. Those checks should not only be done on new employees, but also on anyone that comes onto your property. That would include any contractors, vendors, and temporary staff. Even though those people may not be your employees, to promote a higher level of safety, they need to be screened as well.

“Drug abuse is estimated to cost U.S. employers $276 billion a year,” (Palmer, 2012). Why? Because employees that have drug or alcohol problems tend to have lower productivity, higher absenteeism, higher health care expenses, and are more susceptible to be involved in an accident on the job. But there is something employers can do to lower those costs and that is to become a drug-free workplace.

There is a lot in the news right now about background checks for owning a gun and even purchasing ammunition. So much that I think people lose sight of the fact that there are many other reasons to conduct background checks. Employers should be background checking all employees. This should be done when they offer a job to someone and any contractors (plumbers, painters, lawn care, elevator maintenance, etc.) that come onto their property to do work. Reason being that employers are seen as being responsible for anyone that comes onto their property. Large, medium, and small companies should be doing this ~ the number of employees does not matter as background screening protects your company and your employees.

When a business needs to hire someone, they have a lot of steps to go through. They have to post the position, place an ad, and then screen all the applications that come in. Then they have to interview the person. These are all important steps in the process, however, the most important steps come in when it has been narrowed down to one or two people that the company sees as ideal candidates. That is when the paperwork for the background check is given and the location of where background checks and drug tests to get the drug test done is given to the candidate. These two items can help save the

Iowa businesses need to conduct background checks to ensure they are hiring the right people the first time around. The state of Iowa offers several resources to obtain Iowa court online criminal records. The resources the state of Iowa provides for these Iowa criminal records are great tools to use but they are limited in their coverage area. An Iowa criminal history record will only reveal Iowa criminal records. Iowa business owners should be aware that only conducting an Iowa criminal history records search may not provide a proper amount of due diligence for protection against negligent hiring law suites.