Take the guess work out of hiring! 

Court Records (Criminal, Civil & Bankruptcy)
If your employees are to be placed in positions of trust, criminal histories are an essential, and in many states, mandatory element of the hiring process. Employee theft and workplace violence are buzzwords of the nineties, and negligent hiring litigation has become an easy route for claimants to recover damages inflicted by employees. Our analysis shows that more than 7% of the individuals we check have a criminal record. Information from most courts is available statewide from more than 30 states, and from individual counties in all 50 states.

Credit Reports (Employee & Tenant)
Our records show that 18% of Americans have credit problems. If you require an individual’s credit profile, Selection Management can put the information back into your computer in less than a day. Use Credit Link to check prospective renters’ backgrounds, or use Credit Link for employment purposes and select any combination of the three major credit bureaus, with records covering over 173,000,000 Americans over the age of 18.

Driving Records (MVRs)
According to the courts, an employer is negligent when hiring drivers without checking driving records. If you send employees on errands, whether in company or private vehicles, you are doubly exposed.

Education & Credential Confirmation
Up to 30% of the time, job applicants lie about degrees received, institutions attended or dates of attendance. Vocational training, certification and professional licenses are often misrepresented. Selection Management will confirm high school diploma, college degree, professional license, and vocational training. 80% of these reports are completed in less than two working days.

Reference Checks (Work & Personal)
Selection Management will check the work and personal references listed by your applicant. Since as many as 16% of work references are bogus and about 13% are "stretched" to cover other unlisted employment, reference checking works.

Workers’ Compensation Claims
Designed for use by employers to confirm work injuries post job offer during the medical review process. Selection Management manages the largest body of workers’ compensation records in the United States. More than 40 states and most Canadian provinces available.

Court Records
Employers use three different types of court records; criminal, civil, and bankruptcy, from three basic jurisdictional authorities; county, state, and federal. Selection Management is in contact with all these courts directly or through a system of more than 600 couriers who visit the record keeping sites.

County
There are almost 3300 counties in the United States. Access to records is relatively fast; 80% are retrieved and back in your hands within two business days. Hundreds of the most populous counties are available overnight. No releases are required.

Federal
There are 94 Federal District Courts. Each state has one to four Federal District Courts wholly contained within its borders. These courts have records of federal crimes, major civil suits unresolved at the state level, suits involving constitutional rights, and comprehensive bankruptcy records.

State
Roughly 30 states have a central repository of criminal records available for employment purposes. In general, these records serve to establish the existence of a record. Some states require a release form. Please call Selection Management’s Court Records Manager for an assessment of the state repository you intend to search.

Criminal
These records are the result of a case brought by the government against an individual or a corporation for behaviors considered as acts against society. This category is divided into severe crimes (felonies) and less severe crimes (misdemeanors). At the county level, about 21% of the jurisdictions have both types of records in one location. Therefore to conduct both a felony and misdemeanor court record search for an individual, an employer typically must place two separate orders.

Civil
Civil cases include disputes between private citizens, corporations, governmental bodies, and other organizations. These records concern: employer-employee conflicts, property, personal rights, personal injuries, liability suits, contract disputes, landlord-tenant conflicts, evictions, divorce, and probate. Care must be taken by employers to use this information only when it is relevant to a specific job function and it is backed by appropriate policies and procedures. The use of civil information without proper policies in place is strongly discouraged.

Bankruptcy
These records are generated under procedures very different from civil and criminal records. Court records of bankruptcy may be found only at the federal level. Selection Management’s Credit-Link report is an alternative source of bankruptcy information, usually based on creditor and bank reports.

For Your Search
Selection Management does not provide transcripts or full records. Selection Management’s reports are designed to establish the existence of the records only. Our information is typically limited to the court location, date of the offense or filing, description of the situation, and case number or file number. Further research involving details from the record is left to the employer. There are many courts and many locations to consider. Each state has a unique court system, some radically different in organization. There seems to be no standard for recording plaintiff, claimant, and conviction information. Often, only a name and physical description are available. Social Security numbers are not consistently found in most court records. Call Selection Management's Court Records Manager for assistance in choosing a search strategy.

Arrest Safe
If your corporate policy mandates that you are not to be told that an applicant has been arrested for a crime (but not convicted), Arrest Safe is the solution. For more information, see below.

Extended Criminal History
If you want to obtain criminal histories as far back as laws and state repositories allow, Selection Management’s Extended Criminal History search can help. For more information, see below.

Fugitive Search
*Fugitive status nationwide is always checked by Selection Management. See below for Selection Management "free extras".

This information is not intended to replace competent legal advice. You are responsible for using Selection Management's information in accordance with federal, state, and local laws.

Turnaround
Typically, under 4 hours.

Report Contents
These credit reports differ from the standard credit reports in that they are designed specifically for the employment and tenant screening environment. Selection Management Credit Link reports describe an individual’s credit history for the most recent seven years. Account numbers are disguised for security on employment credit reports.

Availability
Select any combination of the three major credit bureaus (Trans-Union, TRW, Equifax) with records covering more than 173,000,000 Americans over the age of 18.

Tenant credit reports are available from Trans-Union and TRW.

Use of Credit Link Reports
Employers use Credit Link reports if expensive equipment, cash handling, leased equipment, and managing other people’s property are part of the job. If those assets described risk seizure by an applicant’s creditors, an employer's knowledge of the applicant’s credit history is prudent. A signed Release Authorization form is required for this service.

Property Management companies use Credit Link reports to verify rental application information where leased or rented property is involved, and to screen property managers placed in positions of trust.

Note: Credit reports of any kind leave tracks. A record of your inquiry will appear on future credit reports. The subject of a Selection Management Credit Link report can easily determine when, why, and by whom a Credit Link report was ordered.

Selection Management's Credit information used for employment or tenant screening requires a written policy delineating unacceptable criteria. High potential exists for discrimination and arbitrary selection if such a policy is not used in the decision.

Selection Management will not sell Credit Link reports for skip tracing, lending, or other non-employment or non-tenant qualifying purposes. In all cases, the "end user" of the information must be identified to Selection Management.

*Tenant Credit Reports are only available by phone or FAX.

Turnaround
Most states 24 to 36 hours.

Report Contents
MVR reports from Selection Management contain state driving record information back at least three years, possibly up to seven years, depending on state policies. Some states are making any infraction involving drugs or alcohol a permanent part of a driver’s MVR. Each report typically contains physical description, license information, infractions, home address (except CA), and previous driver’s license number.

To order an MVR
Full name, date of birth (DOB), and driver’s license number are required by most states. Name and driver’s license number alone are adequate for many states. Since the minimum data required is constantly changing, the Selection Management computer system will indicate minimum data required at the time of ordering.

California MVRs
Requests for California MVRs require the requester to provide a valid "requester code" issued by the California Department of Motor Vehicles. Clients must complete two forms and pay the state of California $50.00 for a "requester code" that allows two years of access. Insight's can provide copies of the California forms. The subject’s residence or mailing address is not provided with California MVR reports.

Turnaround
Two days or less.

Report Contents
Selection Management's education reports typically contain dates of attendance, program of study, and degree awarded. Academic transcripts or grades are not available from Selection Management.

Selection Management's credential reports typically give license type, issuing authority and dates of validity.

General Information
Surveys indicate that 30% of all job applicants lie about degrees received, institutions attended or dates of attendance. Vocational training, certification and professional licenses are often misrepresented.

If your job requires an individual to have received special training, certification, education or a professional license, Selection Management can confirm the information an individual provides in less than two days.

Availability
All US centers of learning are available for confirmation of education received. Credentials, including CPA, FAA (pilots’ licenses), Bar Association Membership, and most medical/dental licenses can be confirmed. Call us for more details.

Requirements
We require the school campus name, location, applicant name and Social Security Number. A signed Release Authorization form is required for this service. Release forms are available from Selection Management at no charge.

SPECIAL FEATURES:

Turnaround
One to three days.

Standard Reference
We check the work references listed by your applicant to obtain information about:

• Dates of employment
• Job title
• Job duties
• Salary
• Reason for leaving
• Eligibility for rehire
• Productivity
• Punctuality
• Relationship with others
• Drug and alcohol problems (optional)
• Strengths and weaknesses
• Notice given

Personal Reference
We check the personal references listed by your applicant. We obtain information about:

• How long the reference has known the individual
• In what capacity has the reference known the individual
• Individual’s character
• Individual’s employability

Tailor Made, Custom Questions.
If the job requires special skills or you need specific information from a reference in addition to the information we gather on each reference, you can create up to fifteen legal, custom worded questions for us to ask. There is an additional charge for this service.

Requirements
We require references’ names, locations and phone numbers, together with the applicant’s name and SSN. A signed Release Authorization is required for this service.

Why Use Third Party, Independent Questioning?
The longer you work at something, the better you become. The reference checking professionals at Selection Management ask questions and check references all day. With thousands of clients nationwide, there’s a good chance that we’ll be calling someone we know! When you factor in directory assistance, a long distance phone call to the reference, and seemingly endless rounds of phone tag, it’s no wonder more and more companies use Selection Management to check work and personal references.

Turnaround
Varies - many states are in Selection Management's database and the information is available instantly -- in others it may take up to 20 working days to retrieve. In every state, the information you receive is the most accurate and current available.

Availability
Available from more than 40 states.

Report Contents
Workers’ Compensation Reports from Selection Management may contain abbreviated information taken from state government documents, first reports of injury, court contested claims, medical awards, lost time claims, compensable claims and privately contributed data. The amount of information available varies from state to state.

Selection Management's reports typically have:

• Date of incident(s)
• Time lost
• Employer during the incident
• Type of injury
• Body part injured

Workers’ Compensation Reports from Selection Management are legal to use and fair to all parties. These reports meet the strictest interpretation of the ADA, when they are used to confirm work injuries post job offer, during the medical review process. For information on hiring under the ADA, see Selection Management’s Loss Control Guide.

California Workers’ Compensation
Requests for California Worker’s Compensation require the requester to obtain a "client identification number" issued by the California Division of Workers’ Compensation. Clients must complete a form to obtain this number. Selection Management provides copies of this form at no charge.

You get Selection Management's Proprietary Information, Free! When you order any state, Selection Management will also check its 8 million proprietary records from 40 other states at no extra charge.

Free SSN Validation
Selection Management checks the SSN for validity, state, and year of issue on all reports.

Free Fugitive Screen
There are over 1 million people wanted for felony crimes in the U.S.

When any report is ordered, and all three identifiers (name, SSN, and DOB) are given to Selection Management, those identifiers are run through a national fugitive database. If the individual is wanted by a law enforcement authority, you’ll be notified.

Call a Selection Management representative to establish any of these optional services as part of your account profile:

DOB Safe
Law enforcement and Government agencies store and retrieve public information using a combination of identifiers; name, DOB, SSN, sex and race. In order for Selection Management to obtain information from these agencies, and to assure accuracy, we require that employers provide us with the relevant identifiers.

If your policies and procedures call for a secure way to gather information such as DOB, sex, or race, Selection Management’s DOB Safe can help. Individuals reveal personal information for identification purposes, only to Selection Management, by calling an 800#. We match the data to your order, process your request, and give you our report, minus the secure information. (Except in those cases in which it is part of the body of the official public record itself.)

Extended Criminal History
If you wish to obtain statewide criminal histories as far back as laws and state repositories allow, Selection Management’s Extended Criminal History Search can help.

We establish a separate account for you to use when you wish to obtain statewide court records as far back as records are available. This account can only be used for applicants that make $20,000 or more per year. The Fair Credit Reporting Act (FCRA) only allows Selection Management to report information that is over seven years old when an applicant makes $20,000 or more yearly.

Reports are ordered as normal. There is an additional charge per state court criminal record search. We report to you everything we get from the state repository, including records that are more than seven years old.

Arrest Safe
Selection Management’s "Conviction Only" Court Records Solution.

Our understanding of the applicable laws is that while no law prohibits Selection Management from providing our clients with arrest information, the EEOC has stated that it considers the use of this information in the hiring process to be discriminatory in some circumstances.

If your corporate policy mandates that you are not to be told an applicant has been arrested for a crime (but not convicted), Arrest Safe is the solution. Here is how Arrest Safe works: Together, we establish how to meet the specific needs of your company regarding the receipt of arrest information. Examples would be:

You choose to have us delete all mention of arrests which have not led to a conviction (even if the person has not yet been tried for the charges).

or...

You choose to know about arrests if the applicant has not yet been tried for the charges but not if the applicant has been tried and found not guilty. We can use the charges brought against a celebrity recently as an example of how this would work. Using this procedure, if you would have run a check on the celebrity after they were arrested but before they were found not guilty, the charges would have been shown on our report. However, after the celebrity was found not guilty we would have deleted any mention of the charges from our report.

Reports are ordered as normal. There is an additional charge per county or state court criminal record searched.

An experienced Selection Management court records team member deletes arrest information from the court record following the guidelines we established before delivering your report.

Before you select an Arrest Safe strategy you should consider this. Selection Management has processed records for many individuals who have been arrested for a crime and two years later they are still awaiting trial. During this in-between time they are still working and applying for jobs. Their crimes have ranged from sexual assault to burglary. Unless their arrest records are reported, you would be unaware of any potential for danger. Using arrest information in the hiring process may be considered discriminatory by the EEOC. On the other hand, you may be found guilty of negligent hiring of an individual that could place children and others in danger. When are you breaking the law and when are you being prudent?

Order Entry Procedures
Selection Management has three ways for clients to access information -- modem, FAX and phone. Ordering by modem is the most cost effective and efficient way to order. Selection Management has a training and practice program where you can make sure your printer, modem and communications software are set up correctly, become familiar with our screens, and practice order placing and retrieval, free of charge. A Selection Management representative will help you decide what method is best for you. Regardless of how you order, Selection Management makes it easy.

A Paperless, Secure Storage System
If confidentiality of reports is a must, it is not necessary to print paper reports -- just read your secure computer screen. If you are running out of filing space, quit generating more paper work. Selection Management automatically stores all of your reports on-line for one year. Whenever you need to refer to that "old" report, retrieve it immediately, free of charge, using your computer. You can print or re-print reports free, any time.

Billing Procedure
Selection Management bills monthly/NET 15 days using a statement system similar to the telephone company. There are no formal invoices. Delinquent accounts will be charged a 2% monthly finance charge and all collection costs in the event of non-payment. Tailor made, custom billing is available. Please call for details.

Discount Policy
Discounts are available for clients using more than $1,000 per month in services.

Hire Safe, Honest, Competent Employees Today!
To begin using Selection Management, please read ADA & FCRA Information, the Terms for User Agreement, complete the Service Agreement, and the New Account Setup Form then mail or fax them to Selection Management. If you have any questions or concerns, please call us at 1-800.856.8326.

When we receive your completed New Account Setup Form & the Service Agreement, we will establish your account. A Selection Management representative will call you with your unique customer number. The representative will help you get started, ordering and retrieving reports via modem, Fax or phone.