The fundamental question is: What is an affidavit? To put it simply, an affidavit is …Continue reading
The fundamental question is: What is an affidavit? To put it simply, an affidavit is a written statement that an individual makes under an oath.
As an employer, you can ask for a candidate to provide you with an affidavit as part of the documentation for an employment screening. As a potential employee, you need to be aware of the main types of affidavits.
Affidavit of residence
A pretty self-explanatory type of document, the affidavit of residence serves as a way for one to prove their home address.
Affidavit of support
The affidavit of support is used in immigration proceedings. During the time in which the applicant for immigration is in the process of granting the status of permanent resident or citizen, someone else can provide them financial support.
The latter is the person who must execute the affidavit of support, in order to prove that they are financially able to care for the applicant.
Affidavit of name change
Whenever an individual gets married or divorced, this type of affidavit serves to prove that they have changed their name.
Affidavit of service
The affidavit of service is a sworn statement that one has delivered specific documents to another party. It is mostly used when the provided documents are of special importance or confidentiality.
Whatever the type of affidavit you need to request or submit, only when all the proper procedures are followed does the document carry full effect under the law.
The four types of affidavit mentioned above are some of the most common in employment screening processes. In general terms, other main types of affidavits include the financial affidavit, the affidavit of small estate and the affidavit of heirship.
Verified Credentials is undoubtedly one of the leading companies specialized in employment screening. With 35 years of experience, Verified Credentials helps guarantee the best future relationships between employers and potential employees.
The offer of background checks provided by the company is nothing short of impressive. The range of services is truly comprehensive, innovative and highly reliable. Verified Credentials also counts on the expertise of partners and endorsers to conduct its activity.
Which companies found that it would be beneficial to somehow be involved in employment screening? Here are Verified Credential’s six endorsement partners.
Care Providers of Minnesota
A non-profit organization that represents more than 500 providers of care services, such as nursing and housing. The main job of the association is to assist the needs of the care providers and aid them in assuring the best service for their clients.
The Virginia Hospital and Healthcare Association Shared Services was founded in 1980. The main goal of the organization is to deliver a wide range of products, materials and resources to health centers in Virginia so that their performance in terms of clinical practice, finance and operations can be improved.
The activities of the four following partners are related to employment screening. Virginia Credentials calls these its screening partners.
The mission of eScreen is to automate and rationalize the process of employment screening. The company is able to do so with its innovative methods and cutting-edge technology.
E-Verify is a program implemented by the government to electronically verify a candidate’s eligibility to work in the United States.
LabCorp specializes in medical tests. Its leading services are provided through a nationwide network of laboratories awarded with the stamp of excellence. The company makes the process of drug testing in employment screening much easier and more reliable for both the employers and the job seekers.
The goal of Quest Diagnostics is to facilitate the access to leading-quality testing across the country. The company even offers in-office and courier services.
Verified Credentials also partners with other companies, particularly in the field of technology, in order to get access to the necessary hardware, software and services.
An employment screening is designed to confirm the information given by the candidates to a job position, and to collect other relevant data about the applicants.
It can be assessed whether or not a job seeker’s past, records, characteristics and tendencies could jeopardize the maintenance of a healthy workplace, the reputation of the company, or even the safety of the colleagues.
These are the seven most common and important types of information screened during the process:
Overall, criminal information is permitted to be used in the scope of candidate evaluation. However, different states may have different laws pertaining to this subject. When appropriate, the FBI, as well as State Identification Agencies, provide services that aid companies in the investigation of the applicants’ criminal history.
The history of the workers’ compensation appeals is publicly accessible. It is often used as a way to gather evidence on whether or not a candidate’s injury would make it impossible for them to perform certain duties.
Sex offender registry
Both federal and state registries have records on sex offenders. It is important that employers seek this information, so they can duly avoid possibilities of sexual harassment or assault in the workplace. Such instances would deeply affect the staff and tarnish the company’s reputation.
Motor vehicles record
This type of screening is most important when the specificities of the job require the employee to carry out responsibilities while utilizing a motor vehicle. That is the case in the areas of sales, trucking and deliveries, to name a few.
It is very common that employers wish to verify the degree and the training of the candidates, as well as their overall academic performance. This is especially the case for entry-level vacancies, in which experience is not yet a factor to ponder.
If the credit history of a job seeker shows signs of financial difficulties, that might be a warning flag that the applicant is not the most responsible and trustworthy individual in the pool of candidates.
If employers have in practice measures to perform drug tests, then they must test each and every candidate, and not only the ones they have suspicions about. They should also do it according to the laws of the state.
Drug tests can be useful in assessing if the potential employees are reliable, will be able to avoid injuries and will be productive members of the team.
Other types of employment screening include lie detector tests, social security tracing, personality assessment, skill tests, reference letters and employment verification. Employers can complete the screening process internally or they can hire a specialized third party professional or company.