- 1 Error 1009 Ray ID: 39927137a4db08b1 • 2017-09-04 16:49:28 UTC
- 2 What do Uber and Lyft Look for in Background Checks?
- 3 what do banks look for in a background check
- 4 What does the background check look for?
- 5 Simple Software for Better Interview Skills
- 5.1 The Ultimate Guide to Passing Background & Reference Checks
- 5.2 Getting Proactive About References
- 5.2.1 How to Choose Who to Use as References
- 5.2.2 How to Approach People about Being Your References
- 5.2.3 How to Get a Standout Reference from Someone
- 5.2.4 How to Showcase Great References in an Application/Interview
- 5.2.5 How to use LinkedIn for References and/or Testimonials
- 5.2.6 How to Proactively Deal with Reference Challenges
- 5.2.7 What Legalities Job Seekers Should Be Aware Of
- 5.2.8 Timing of the Background Check
- 5.2.9 Challenges Encountered During the Background Check
Error 1009 Ray ID: 39927137a4db08b1 • 2017-09-04 16:49:28 UTC
The owner of this website (www.peoplefinders.com) has banned the country or region your IP address is in (DE) from accessing this website.
Cloudflare Ray ID: 39927137a4db08b1 • Your IP : 188.8.131.52 • Performance & security by Cloudflare
What do Uber and Lyft Look for in Background Checks?
Do you want to drive for Uber or Lyft and think there is something on your record that might cause you to fail the background check? Have you already been turned down because you failed a background check? Maybe an expungement can help you.
What Uber and Lyft look for:
In order to pass an Uber or Lyft background check you must have:
- No more than three minor violationsin the past three years. Minor violations include speeding tickets, traffic light violations, moving violations, and non-fatal accidents
- No driving on a suspended, revoked, or invalid license or insurance violations in the past three years
- None of the following major violations in the past seven years: DUI or drug-related driving offenses, speeding 100+ miles per hour, reckless driving, hit and run, or street racing or speed contest violations
- None of the following criminal convictions: any driving-related offenses, any felony, violent crimes, sexual offenses, or child abuse or endangerment. Lyft additionally requires that you not have been convicted “certain” theft or property damage offenses in the past seven years, which are not specifically listed on the Lyft website.
This information reflects what Uber and Lyft currently require, but they may change what violates their background checks at any time.
What background check services do they use?
Uber uses a company called Checkr for its background checks. Any record that has been expunged should not appear on a Checkr background check because the company is Fair Credit Reporting Act (FCRA) compliant. In addition, Checkr’s website says it also complies with relevant state law. For Kentuckians, this means that dismissed charges should not appear on Checkr background checks under KRS §367.310.
It appears that Lyft uses Sterling Talent Solutions for its background checks, although the Lyft website does not state which service it uses. The Sterling website says it’s FCRA compliant, but it does not say whether it complies with relevant state law. Therefore, there is a chance that dismissed cases would appear on Lyft background checks.
Criminal History: If it has been more than five years since you have completed your sentence or five years since you successfully completed your probation or parole (whichever is longer), then we can seek expungement for certain felonies and driving-related offenses. Sexual offenses and child abuse convictions do not qualify for expungement.
Driving History: We can petition for expungement for minor violations including, speeding, hit and run misdemeanors, reckless driving violations, or street racing or speed contest violations as long as it has been five years have passed since you paid your fine or served out your sentence.
Currently, Uber and Lyft only care about minor violations and driving on a suspended, revoked, or invalid license or insurance if you got more than three in the past three years. Kentucky law only allows you to apply for expungement five years after you’ve paid your fine or served your sentence, so you should be able to pass their background checks two years before you could get the conviction expunged.
The law probably does not allow expungement of DUIs unless it has been ten years since you were charged with a DUI. This is a hotly litigated issue right now, and it may change in the future. Unless Uber or Lyft look at more than seven years of your DUI history, so you should be able to pass their background checks three years before you could get the conviction expunged.
Dismissed Charges: Under Kentucky law, any dismissed charges should not appear on your background check. We can seek to erase from your record any dismissed charge sixty days after it has been dismissed with prejudice. If the background check is compliant with Kentucky law, however, dismissed charges should not prevent you from passing your background check.
Again, Uber and Lyft could change their background check requirements at any time. Even if it seems unnecessary to expunge certain items from your record right now, it could help your chances of passing future background checks. If you have any questions about your record and passing background checks for ride sharing companies or otherwise, do not hesitate to contact us. To see if we can help you erase your record to pass a background check, visit Unconvicted for a free evaluation.
what do banks look for in a background check
What Employers Needs to Know About Using Arrest Records in a Background Check
Nowadays, employers have a heightened concern about arrest records. They want to know if they will show up on a background check, if it will be clear on the report that the record found is not a conviction and of course, what should they do when an arrest is reported.
When conducting a criminal background check it is important to know that most courts will provide arrest records in the same manner as they report convictions. It is then up to your background screening company to decipher the information that has been reported.
When it comes to arrest records there are a few designations to look for:
- Pending Case- This means that the person has been arrested charged with criminal activity, but that the case is still pending adjudication (trial, plea bargain, etc.)
- Arrest/Non-Conviction- This means that the person was arrested but ultimately the charges were dismissed or the person was found not-guilty.
- Arrest Record/Conviction- This shows that the person was arrested, prosecuted and was found or pled guilty to the offense.
The quick answer to this question is that the federal statute that governs the use of employment background checks, the Fair Credit Reporting Act (FCRA) allows employers to use arrest records when making hiring decisions. Employers can consider arrests that occurred within the last seven (7) years.
Now before you act on that information, consider that there are a few specific-state laws around the country that preclude this practice. For instance, if you are conducting background checks in California, you should know that arrest records cannot be considered.
Further complicating matters are myriad anti-discrimination laws such as the Equal Employment Opportunity Commission (EEOC) guidance on this use of criminal records that cautions employers that they better have a good reason for denying employment based on an arrest.
Should You Use the Record?
I know you want me to wave a magic wand and give you a straight-forward answer. Unfortunately, every company is different and has there own practices, policies and regulations. That, and our general counsel would tar and feather me if I dared opine on the subject.
While I can’t give you the answer to this question, I can provide some guidance on things to consider:
- Pending Cases- Unless specifically precluded from doing so (see the California example), pending cases should absolutely be considered. If the activity isn’t something that would concern you even if the person were convicted, then you have your answer. If a conviction for the pending charge would disqualify the person for employment, then make sure to follow proper adverse action procedures.
- Does your organizations have specific regulations that mandate your consideration of arrest records? – Some industries such as the banking, financial services, airlines, etc. require you to consider arrest records before making a hiring decision.
- Does the person have a pattern of arrests and, or convictions?
What Should You Expect of Your Background Screening Provider?
There are some things that your background screening company should do to help you in this regard. First and foremost, they should honor your requirements when it comes to reporting arrest records. Some organizations want/need to see these records, while others don’t want to touch them with a ten-foot pole. They should be able to apply your criteria accordingly.
If you do not want arrest records reported, they should take steps to remove those records from the final report before completion.
If you do want arrest records, background screening companies should make it clear when reporting a record whether the record for a conviction or an arrest. They should also take steps to ensure you are not looking at the same case multiple times throughout the report. In other words, you don’t want a report that shows the arrest as one record and a resulting conviction as another record.
What does the background check look for?
Pet parents are dog lovers like you. They want to know that their dog will be safe, even at a glance. That's why we offer Checkr background checks to all pet sitters and dog walkers who list their services on Rover.
Checkr (a third-party provider) will confirm information such as your citizenship and social security number as well as your driving record and criminal history. Your credit history and score are not included in the background review .
Before you get started, have the following information ready:
- Current full legal name including middle name
- Social security number (if you're a U.S. sitter)
- Two government-issued IDs (if you're a Canadian sitter)
You’ll receive an email with Checkr's results as soon as they're available. You can also check the status of your background check and download a copy of it here. If you pass, you’ve earned a Background Check badge for your Rover sitter profile. This badge shows potential clients your commitment to earning their trust.
To begin your general background check, follow this link or select Background Check from your profile.
Note : The information you provide for a background check will remain strictly confidential.
To learn more about Checkr background checks, contact Checkr customer support at 844-2-CHECKR.
Simple Software for Better Interview Skills
Learn how to land the job with Big Interview’s powerful video tutorials and virtual interview practice software.
The Ultimate Guide to Passing Background & Reference Checks
Many job seekers don’t fully realize the important role reference and background checks play in the hiring process for scores of businesses. A stellar resume and knock-their-socks-off interview will only get you so far in today’s competitive job market.
Beyond that, choosing the right references and soaring through a background check can open doors that would otherwise be closed. Elizabeth Magill brings you the ultimate guide to remarkable references and beneficial background checks.
Just how important are reference checks? Well, if you guessed that one in five job candidates would be discarded from consideration during the hiring process as a result of a reference check, you’d be right, at least according to a recent Office Team survey.
Additional revealing aspects of the OfficeTeam survey detail the things hiring managers are looking for when contacting references:
• Thirty-six percent of hiring managers were looking for information about previous duties and responsibilities.
• Thirty-one percent were interested in learning about the strengths and weaknesses of their prospective employees.
Regarding background checks, organizations conduct background checks primarily for their own due diligence to avoid negligent hiring. After all, 53 percent of job applicants list untruths on their resumes, reports Business.com.
A background check not only helps to protect the company, its employees, and customers, but also ensures that the prospective employee is who she says she is. Quality job seekers understand this need and comply.
The Mission of This Guide: Getting hired may very well depend on what is revealed in your reference and background check. This guide serves to educate on the nuts and bolts of reference and background checks and to help job applicants proactively deal with challenges that each can present.
Reference checks are no longer mere formalities on the application page. Employers take references seriously because they know invaluable information can be gleaned from the things said — as well as the things left unspoken. This is also one of the primary reasons to choose your references wisely, which will be covered below. First, though it’s important to understand some background information and best practices regarding the reference check process.
When during the hiring process do employers conduct a reference check?
The answer is: it depends. Depending on the job, employers generally time the reference check before or after the interview process. Sometimes, it’s a matter of expedience, while other times the timing is deliberate.
Northern Arizona University, for instance, recommends that employers conduct a reference check prior to the interview in order to weed out candidates who may not be a good fit and make the interview pool more manageable.
On the other hand, Virginia Tech notes that the best time to conduct a reference check is after the interview. In addition, the university recommends employers check references only for those deemed as top choice candidates after the interviewing process.
Each timing choice has its merit, and a prepared job seeker has to be ready for both.
What can be asked during a reference check?
Potential employers are also learning ways to vault the old barriers by avoiding yes or no types of questions. Specifically, they’re looking for information on job responsibilities and experience, but they are also trying to determine if a job candidate is “fit” within their own company culture.
They can and do ask about your attitude, professionalism, work ethic, what your strengths and weaknesses are, why you left, and whether the reference/employer would hire you again, among other things.
What cannot be asked during a reference check?
The discrimination rules that are applicable to interviewing and hiring also apply to reference checking. Know that employers should be avoiding questions that may lead to unintentional bias in the reference checking process and include topics such as:
Obstacles Encountered During a Reference Check
On occasion, problems arise during the reference check. Obstacles, such as the ones described below, can be avoided if you adopt these simple solutions.
Obstacle 1: Many former employers are reluctant to answer questions that go beyond the basics of confirming employment dates.
Overcoming it: Take the initiative and contact your former supervisor yourself. Reconnect and let them know that you’re trying to get your dream job. Give them the opportunity to speak up for an old friend, rather than a former employer.
Obstacle 2: You’ve just graduated college and this will be your first job.
Overcoming it: Think outside the box. Solicit references from people who have worked on community service or volunteer projects with you as well as from professors you’ve worked with during your studies.
Getting Proactive About References
Before you dive right into the job application process or go into a marathon mailing of resumes, take a moment to reach out to your references in an effort to coordinate your strategy. Knowing who to choose as a reference and how to get a standout reference from someone are just two of the ways you can be proactive about your references.
How to Choose Who to Use as References
Choose references that will paint an honest representation of who you are as a person and an employee. Forbes.com reports that references presenting a different picture of you than the one you present yourself raises red flags with potential employers. Ultimately, the right references can make or break your attempts to land the job you seek.
How to Approach People about Being Your References
It’s important to reach out to a potential reference before using them as a reference. Send an email, make a phone call, or visit your potential reference in person in order to ask them to provide a reference for you.
Action Tip: Don’t forget to follow up and let them know how things went. Most important of all, let them know how much you appreciate their willingness to help you get your dream job. Sending a thank you note is great.
How to Get a Standout Reference from Someone
Forbes reminds applicants to share a copy of their resume with their references. In this way, the reference knows the type of position you’re applying for and the qualities and characteristics you’re hoping to highlight.
Make them feel as if their reference will make or break this career opportunity for you. Give them adequate time to prepare what they’re going to say. They need more than one or two days’ worth of notice if you want a stellar reference from them.
How to Showcase Great References in an Application/Interview
Bring your reference letters along with you to all interviews and leave a copy when you go. This lets the interviewers know you’re organized and reinforces some of the characteristics mentioned in the letters. Use quotes from former employers or professors to do the talking when interviewers ask certain questions. Do this on a limited basis though, and don’t overdo it.
Tip: University of Denver Career Services suggests that you consider using snippets or excerpts from reference letters as part of your cover letter or resume. It’s also one last chance to showcase your qualifications as you exit the room.
How to use LinkedIn for References and/or Testimonials
LinkedIn makes soliciting references and testimonials, as well as displaying them, truly painless. Don’t simply settle for endorsements, however, as they offer less real insight into the type of employee you are, only the skills you possess. Instead — or better yet, in addition to — seek out recommendations. Recommendations on LinkedIn go beyond an endorsement and provide a written reference supporting you and your work.
Of course, the reference that carries the most weight as far as LinkedIn references go is your current or most recent employer. However, a solid reference from any employer is nice to have.
Sample Snippets of Great References in Letters or LinkedIn References
Writing a great reference isn’t always easy. Most people don’t write reference letters or recommendations very often. However, these samples are the types of references that really get attention.
“Jack hit the ground running from day one. Not only was he a real go-getter, but he was also a fun person to work with. He’ll be sorely missed around here.”
“Hannah had a unique way of making coworkers and customers feel like they are the most important people in the world. It was her organizational ability, though, that really stole the show.”
“Greg was one of those workers you could always count on to get the job done right, the first time, and on time. Too bad we can’t have more like him.”
These are small snippets of references that provide insight into the personality, work ethic, and experience of the candidates. They are also examples of the type of information employers are looking for.
Action tip: Don’t forget to take a moment and send a “Thank You” card or gift to everyone who took the time to write a letter of reference or recommendation for you.
How to Proactively Deal with Reference Challenges
Certain situations may present as challenges as far as your good reference remarks go, particularly if you don’t find a way to deal with them head on. These examples will help you develop a strategy to overcome a few sticky reference challenges.
Challenge 1: Bad Relationship with a Previous Boss
Overcoming it: The situation is trickiest if it’s your most recent boss that you’re worried about. GlobalPost.com recommends several actions you must take to deal with this effectively. First, provide plenty of good references to counterbalance the bad. Seek out references from others that you worked with closely at that job so that you can demonstrate the positive side of your time in the role.
Second, if you know that the prospective employer will be calling the boss for a reference, be honest in advance about the lack of a glowing reference from your previous manager (while planning carefully how to communicate the situation without being negative or raising red flags). Finally, explain what you’ve learned and how you’ve grown from the situation to aid in future work relationships.
Note from Pam: One of my clients had a strained relationship with his current boss, but was required to provide the boss as a reference for his dream job. He was worried that a negative or even lukewarm reference would spoil his chances when he was in the final stretch of getting the offer. He proactively called the prospective employer to explain the situation and make his case for why the boss’ reference wasn’t the full story (using other senior-level references at his company to back him up). He got the job despite a weak reference from his supervisor.
Challenge 2: Fear of Retaliation from Employer
Overcoming it: This is a common albeit sticky situation for people in the market for a new job. Whether it’s a new career path you seek or a hasty exit from a work environment that’s no longer in your best interests, you can’t afford to alienate your current employer. You don’t want to advertise that you’re looking for a new job. Most prospective employers understand this and won’t demand a reference from your current employer. Consider offering references from former coworkers or managers who are no longer employed by your firm instead. These people are well qualified to analyze your job performance and work ethic without placing your current job at risk.
Like the reference check, the background check plays an important role in the hiring process, particularly in certain jobs, such as those involving handling money or working with children, more so than others.
Today, a majority of companies view the background check as a necessity, rather than an option. A thorough background check of a prospective employee protects employees, customers, partners, suppliers — just about anyone who does business with that company.
With the plethora of cases related to employee theft, violence, drug and alcohol abuse, dishonesty, and fraud, a background check can protect a company from becoming liable or accountable as a result of hiring an employee that has these types of predispositions or tendencies — and acts upon them.
In many cases, background checks are used to verify things like:
• Verify Employment Dates
• Verify College Attendance
• Professional Licenses or Certifications
While some businesses do allow candidates the opportunity to address issues that may arise in the course of a credit background check, 13 percent of employers do not allow job candidates to explain their credit or background reports at any time, according to the SHRM Survey on Credit Background Checks.
What Legalities Job Seekers Should Be Aware Of
Employers that use a third party for a background check on a job applicant are covered by the The Fair Credit Reporting Act. This means that an employer must get the job applicant’s permission in writing prior to conducting a background check.
Another legality to be aware of is your right to know if something revealed in your background check is the reason you are passed over for a job. The Fair Credit Reporting Act is very specific about the things employers can and cannot use as reasons to reject job candidates. Make sure you aren’t illegally removed from consideration.
Timing of the Background Check
When Do Employers Run Background Checks?
Before the offer — 43 percent
After the offer — 39 percent
After pre-qualifying job candidate — 14 percent
Before job start date — 5 percent
As far as the credit check, most businesses, 57 percent of those who order credit checks, do not do so until after making a contingent job offer. An additional 30 percent of companies check backgrounds after the interview is complete but before making an official offer.
Challenges Encountered During the Background Check
The key to dealing with background check challenges is to be proactive rather than allowing the background check to derail your efforts to land the job you want, or worse, to catch you off guard and completely unaware.
Challenge 1: You’re unsure what will come up in your credit check.
Overcoming it: If you have credit history issues, try to clean it up or dispute it if there are errors. You can check your credit with each of three main credit reporting agencies — Experian, Equifax, and TransUnion — once a year free of charge.
Knowing what’s in your credit report can help you plan ahead and get in front of potential problems in the interview process. Turn past mistakes around, for instance, and let your interviewer know how you’re making efforts to correct those mistakes and the valuable lessons you’ve learned in the process.
Keep in mind that it takes time to see positive changes on your credit report – address the issues now and avoid problems in the future.
Challenge 2: You don’t know what a background check will reveal.
Overcoming it: Once again, the best thing you can do is find out for yourself what your background check has to say about you. One way to do this is to go to a site such as MyBackgroundCheck.com. Not only can you conduct your own background check, for a small fee, but you can also learn about various steps to clean up your background check.
From knowing how to answer the Why Should We Hire You? question to making your resume stand out, today’s job seeker faces enough challenges trying to get the job he or she really wants — or needs. Don’t let details, like references and background checks, derail your efforts to land your dream job. Instead, put this guide to work for yourself today and stay on top of your job search situation.
Here’s an interesting news report about what employers are doing to vet candidates:
Pamela Skillings is co-founder of Big Interview. As an interview coach, she has helped her clients land dream jobs at companies including Google, Microsoft, Goldman Sachs, and JP Morgan Chase. She also has more than 15 years of experience training and advising managers at organizations from American Express to the City of New York. She is an adjunct professor at New York University and an instructor at the American Management Association.