Trust plays a pivotal role when it comes to working to serve the public. Running a background check avoids risks, potential losses & various lawsuits, as the non-profit industry is responsible for the well being of the society. Keeping this in mind, here is a suite of checks we recommend for you:
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We help you run the right background checks and follow compliance guidelines before you make decisions about who to hire and which volunteers to accept.
SpringVerify ensures that the volunteers are screened with their comfort, needs in mind. Notify them at every stage of their screening process and offer them a super-smooth experience. They can also connect to our dedicated support team in case of any queries and clarifications, 24x7.
SpringVerify’s API plugs in seamlessly into your ATS and HRIS tools you already use. Have complete control and transparency over your hiring process with faster and accurate background checks.
An adverse action letter is a letter sent to a candidate by an employer or staffing agency after taking an adverse action as a result of information found in a background check. The letter informs the candidate of the adverse action and provides them with their rights under the FCRA.
Typically, staffing agencies or employers are responsible for conducting background verification checks. Some companies may outsource the process to specialized background check firms.
Staffing companies typically perform background checks that check a candidate's past employment history, education, criminal records, and professional licenses or certifications. The types of background check may vary depending on the company's policies and the specific needs of the job.
To stay compliant when running a background check, companies should follow all applicable laws and regulations, such as the Fair Credit Reporting Act (FCRA), and consistently apply the same background check criteria to all candidates for the same position. They should also provide the candidate with a copy of any background check report used in an adverse action, give them the right to dispute any inaccuracies, and inform them of who conducted the background check.
A pre-employment screening program is essential for staffing agencies because it helps to ensure that they are placing qualified and trustworthy employees with their clients. It also helps to minimize the risk of legal issues, such as negligent hiring claims and can also improve the overall productivity and quality of the workforce. It also helps to ensure that the agency is meeting the requirements of their clients and regulatory bodies.