FAQs

The following is a brief introduction to our services and answers to frequently asked questions. Please contact ESR by e-mail, fax, or phone for additional information. We only provide pre-employment screening services to businesses only. We specialize in working with Human Resources and Security Departments.

1. Why pre-screen?
2. How do we do it?
3. Is it legal?
4. How long does it take?
5. What does it cost?
6. Does my firm risk alienating applicants?
7. What's involved in setting up a screening program?
8. What if my company needs the info right away?
9. Why should a firm outsource this service?
10. Why use ESR?
11. ESR WEB Policy

1. Why pre-screen?
   Employers have become painfully aware of the tremendous consequences of bad hiring decisions. Pre-screening promotes a safe and profitable workplace. Pre-employment screening is an effective risk management tool that has been proven to significantly reduce the risk of a bad hire. Employers typically engage in pre-employment screening for four reasons:
   
   
   1. To discourage applicants with something to hide.  Simply having a pre-screening program discourages job applicants with a criminal background or falsified credentials.
   2. To eliminate uncertainty in the hiring process.  Many employers have discovered the hard way that relying on instinct alone is not enough. Hard information is also an important part of the hiring process.
   3. To demonstrate Due Diligence.  All employers have a reasonable duty of care in the hiring process. This means an employer must take reasonable steps to determine whether an employee is fit for a particular job. For example, if an employer who hires a bus driver and does not take reasonable efforts to determine if the bus driver has a criminal record, it could be found liable if that driver assaults a passenger and a reasonable background check would have discovered the prior assaults.
   4. To encourage honesty in the application and interview process.  Employers find that just having a background program will encourage applicants to be more forthcoming about their history.
      
      
   Performing background screenings is certainly not a guarantee that every bad applicant will be discovered. For the prices charged by pre-screening firms, employers cannot expect an in-depth and exhaustive FBI-type investigation. However, just engaging in screening program demonstrates due diligence and provides an employer with a great deal of legal protection.
   
   It is also important to understand that a pre-screening program is aimed at how a person has performed in the public aspect of their lives. Items such as a criminal records or previous job performance reflect how a person behaved towards others or discharged his/her obligations or responsibilities.  Screening is NOT an invasion of privacy, a sign of mistrust, or an act of "Big Brother."
   
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2. How we do it?
   Our program is integrated seamlessly in the hiring process. After receiving your applicant's written consent, ESR searches numerous public and private records and contacts schools, licensing authorities, and previous employers.
   
   ESR is also available for consultation with our clients on background screening issues.
   
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3. Is it legal?
   All ESR procedures comply fully with applicable legal standards. We also handle all the legally required procedures for employers, such as providing applicants with copies of reports and notices of consumer rights. By using ESR, employers legally protect themselves and ensure that the rights of their applicants are being respected.
   
   As an additional service, ESR will provide an applicant with the appropriate notices of adverse action required by the FCRA when requested to do so by an employer.
   
   Although ESR does not provide legal advice to its clients, our legal staff ensures that ESR procedures comply with the Fair Credit Reporting Act and other Federal and State laws concerning privacy and discrimination
   
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4. How long does it take?
   ESR reports are normally provided in three working days in an easy-to-understand written format. ESR is not an information broker that simply provides raw data or computer printouts. ESR reports highlight and summarize important information. For example, when a firm orders a credit report from ESR, we do not simply attach the report. We will give our client a breakdown of the important facts and highlight items that employers may be concerned about. In addition, where there is negative information, ESR will provide human resources policy notes on accepted industry standards for the use of that information.
   
   In a situation where information is delayed for reasons beyond our control, such as the time it takes for a court clerk to pull a court record, our clients will still receive a written report within FOUR days. The report will indicate the reason for the delay and when the supplement is expected. With ESR, a client is never left just hanging.
   
   At the end of the third full business day, ESR suggests an employer check the status of an order. If any item is incomplete, check the reason and determine if there is enough information to make the hiring decision. There are five (5) reasons why information is not available; however, there may be enough information to make the hiring decision. The reasons can include:
   
   
   1. Criminal records can be delayed if the court clerk needs to obtain a file. No one has control over how long a court clerk takes to provide information. ESR maintains a list of courts currently experiencing delays.   This list is available in the password-protected area of ESRnet.
      
   2. An employer will not return calls despite repeated attempts or a past employer cannot be located, has no records, has moved, or is no longer in business. ESR will make three solid attempts to contact an employer. ESR has found that after three attempts it is unlikely an employer will respond.
      
      
   3. In the case of school records where the school is closed or on break, verification can only be done by mail or a check is required.
      
      
   4. Driving licenses in some states are subject to delays.
      
      
   5. The date of birth is required to obtain or verify some information has not been provided. ESR will contact you when that occurs.
      
      In addition, orders are processed faster when all information necessary is provided in a legible manner.
      
      
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5. What does it cost?
   A background screening by ESR is typically less than the cost of a new employee on just the first day of employment. ESR's full services packages are priced at $99.00 to $149.00. An employer may also order just those searches that they need, such as a three county criminal search. ESR charges $18.00 per county searches. That is minor compared to the damages a bad hire can cause.

   All services include training, support, and consultations.

   For Human Resources and Security Departments---All FULL Reports include:

• ESR Set-up of the entire program by ESR.
• Instant On-line access providing information 24/7 with the click of a mouse.
• Easy to read reports with results highlighted and summarized for easy reference.
• Human Resources policy notes, where applicable.
• All legally required pre- or post-notification to applicant in case of an adverse decision.  A rejected applicant talks to us!!
• Training, support, consultation, and an HR Help Desk.
• Full legal compliance with the Fair Credit Reporting Act (FCRA).
• Full seven-year criminal county check for the maximum protection.
• For CA, OK and MN, providing reports to applicants that request them at no cost
  
• For firms ordering individual services from our customer menu services, there is an additional charge for the FCRA adverse action services described above.
  
  NOTES FOR SPECIAL SITUATIONS AND GOVERNMENTAL FEES:
  
  
• Prices for court record searches do not include any special access fees charged by some courts. Outside of California, a special disbursement fee may be charged by a state for motor vehicle records.
  
• Prices do not include fees charged by some employers, schools, institutions, data services (such as the "Work Number for Everyone"), or governmental agencies. For non-automated third party fees, such as employment or educational verifications, ESR's cost also includes a handling fee.  Governmental third party fees for court records or motor vehicle records are passed along at the exact cost imposed by the governmental unit. 
  
• For an applicant with a previous name or name change, a separate search fee of $9.00 per county will apply.
  
• In counties with multiple Municipal or Superior courts, the price quoted is for the central court. Misdemeanor court records not available in all states.
  
• Retrieval of physical court records is not included. Contact ESR to make arrangements for court files.
  
• In case of cancellation prior to report preparation, ESR will only charge for expenses incurred.
  

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1. Does my firm risk alienating applicants?
   The procedure is non-intrusive and respects your applicants' privacy rights. Good applicants are also anxious to work with qualified co-workers in a safe workplace. Our release form advises your applicant that:
   
   "A background check is not only for the benefit of the company as a sound business practice, but also for the benefit of all employees. It is no reflection on an applicant."
   
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2. What's involved in setting up a screening program?
   As part of the hiring process your applicant signs two release forms that we provide. Simply fax the two forms to ESR with an order form. If the order includes verifying education, professional credentials, or employment references, fax the application or resume as well. An ESR consultant will work with you at your offices to set-up a screening program that meets your needs.
   
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3. What if our company needs the information right away?
   ESR obtains information as quickly as it is physically possible. Our philosophy is that all orders are a "rush."  With the ESRnet online system requests for information are transmitted instantly and all data is available in real-time, 24/7.  In the event of a an emergency, contact your ESR Customer Service representative.
   
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4. Why should a firm outsource this service?
   Pre-employment screening is a time consuming and detailed task that requires highly specialized knowledge and resources. It is also subject to numerous legal regulations. Many firms have found that it is an inefficient use of their time and resources to attempt to perform a service that a specialist can do efficiently and cost-effectively.
   
   Even firms with fully staffed Human Resources or Security departments have found that outsourcing this service is more efficient and allows them to focus on tasks that can only be performed inside the company. Many HR and Security professionals also prefer that a new employee's first contact with their department not be a background check. Also, outsourcing this service does not leave a new employee feeling that confidential information about them is being obtained by others in the firm.
   
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5. Why use ESR?
   ESR is like having your own in-house screening specialists. We make it easy to protect your firm.
   
   We specialize in background screenings. ESR combines human resources, legal, and public records searching expertise in providing your company with fast, accurate, and cost-effective employment pre-screening. We understand that companies need a program that fits seamlessly into their hiring practices. Our focus is in working with Human Resources and Security Departments. Unlike other firms, ESR is not just a data gathering service providing computer printouts or raw data. Our reports highlight and summarize our findings for easy reference. We look for "red flags" that may concern an employer. We provide human resources policy notes, where applicable, based upon industry standards. Because the applicants we screen may become your trusted employees, the process is designed to respect applicant privacy.
   
   Furthermore, ESR has a full time legal staff to ensure compliance with federal and state laws. Although ESR does not give legal services to its clients, ESR does ensure that its processes are in compliance with legal requirements.
   
   ESR was started by an experienced investigator with extensive experience in corporate security and a criminal law attorney with years of experience in criminal investigations.
   
   For the ESR Customer service program, see>>>
   
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6. WEB Policy
   ESR does not sell information over the Internet.  However, ESR does offer its state of the art Internet reporting system, ESRnet, to its clients. ESR only provides services to established businesses and not to individuals.  Once an employer establishes a relationship with ESR pursuant to the Fair Credit Reporting Act (FCRA),  an account can be established to allow clients to instantly view their reports on-line, in real time, at any time. Please see More Information about ESR On-Line. The ESRnet system fully protects the privacy and the confidentiality of information.
   
   As background screening consultants, we specialize in providing individual service to each client. We work closely with Human Resources and Security departments. Our goal is to build strategic partnerships with employers. In addition, part of our service is training, support, and consultation. These services cannot be done by impersonal selling of sell information or raw data over the Internet. ESR actively opposes the disseminating of private and/or individually identified confidential information over the Internet. 
   
   Because of advancements in Web security, ESR can arrange to accept orders on-line AFTER a client relationship has been established. Orders can also be faxed to ESR.  Completed reports can be faxed, e-mailed, or made available on-line to a secured access area set up for each client. (Note: For security reasons, credit reports and information obtained from credit bureaus are subject to special security procedures. In addition, before receiving a credit report an employer must go though a special procedure, including an on-site inspection of its business premises and verification of a valid business use.  Not all employers are eligible to receive credit reports.)  
   
   Every background report we provide is done in full compliance with the Fair Credit Reporting Act. See the ESR special report titled "Special Report: Complying with the Fair Credit Reporting Act (FCRA) in Four Easy Steps©." A signed disclosure and authorization is required. For certain reports, ESR must receive actual copies of the authorization. All Employment credit reports require a copy of the signed applicant release be sent directly to ESR. In addition, an increasing number of employers and schools are asking for signed information releases as well.
   
   Your ESR account representative can assist in setting up an On-line account.
   
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