Corporate Intelligence Consultants
40th Anniversary

Pre-Employment Screening

CIC has a network of highly-trained Professional Researchers, giving your organization access to the vital background information it needs to help you hire the right person. Improve your profitability by reducing employee turnover, training costs, workers' compensation and medical claims, employee theft, and legal fees. CIC's Pre-Employment Screening practices are FCRA compliant.

1.800.573.2201 | 419.874.2201

Employment Screening System

Our cutting-edge web-based technology allows you to make employment screening requests, review reports and track applicants at your convenience while enjoying quick turnaround of results. Our experienced investigators will work with you to tailor research based on your needs and keep you compliant with the FCRA and other applicable state and local laws, giving you the peace of mind you deserve.

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CIC Pre-Employment Screening Packages

Standard Pre-Employment Screening Searches

Past Address History

Using a name and social security number, a past address history search retrieves information where a subject has lived for 3 to 20+ years. You will also gain insight into previous names used by your applicant as well as the state and year the number was assigned. This information is invaluable in determining where research needs to be performed, which name(s) need to be targeted, and the validity of the SSN itself.

Secondary Research Database

Your applicant’s name is run through a database of over 500 million records from sources such as the FBI, State Sex Offender Registries, U.S. and Foreign government debarment and sanctions lists, international banking, and some county and municipal courts. Not all counties in every state report to the database and federal law requires verification of any records found before taking adverse action against an applicant. This valuable lead-generation tool provides a wide-reaching search for possible criminal activity.

  • OFAC (Office of Foreign Asset Control) - Persons posing threats to the interests and security of the United States
  • Interpol - National Police Forces
  • Denied Persons List - Denied from doing business with the U.S. or entry into the U.S.
  • State and County Repositories along with Department of Corrections information
  • Fugitive List - over 600 fugitives taken from FBI most wanted, DEA Fugitive List
  • Terrorist Watch List
  • Sex Offender Database
  • National Security Sources

Database searches provide inexpensive, instant, statewide and Department Of Corrections (DOC) criminal database information, but tend to be less thorough and therefore should only be used for preliminary decisions about an applicant.

Driving History Report

Driving records are available in all U.S states and a multitude of global locations. Information on these reports can include records such as driving while intoxicated, suspended licenses, accidents, and other traffic violations. When hiring those who will be driving company vehicles or personal vehicles for business purposes, the information gleaned in these reports is vital to making an informed hiring decision.

Credit History Report

Reviewing a credit history from TransUnion will give insight into a candidate’s personal financial responsibility. While no credit score is given for employment purposes, debt to income ratio, payment history, and civil record filings can be valuable information when determining a candidate’s suitability for specific job positions such as those who would be given access to company financials, credit cards, petty cash, etc.

Employment Verification

This report draws on previous employers' knowledge of an applicant during the period of employment specified in the application. The information obtained by the interviewer may include dates of employment, character, salary, title and performance, reason for leaving, etc.

Reference Verification

This search is important for affirming an applicant's claims of dependability, integrity and character through contact with business and personal references.

County Criminal Search

This is the most important piece of research in a background investigation. Learning about an applicant's past criminal behavior is a key step toward Due Diligence. CIC investigators will use information gleaned from the Past Address History to determine which county courthouse records need to be researched. This research is conducted on-site at the courthouse giving you the most thorough and legally defensible source of documentation. All felonies, misdemeanors and other criminal offenses, including pending actions will be reported as allowed by law.

Additional court fees may apply.

Statewide Criminal

Conducted in states that have a criminal records repository, this research provides criminal record information (Felony or Misdemeanor or both, depending on the state) in multiple jurisdictions throughout the state.

The Statewide Criminal search is not available in all states.

Additional court fees may apply.

Federal Criminal

Some offenses are violations of Federal law as opposed to state or local law. Record of these crimes can be located in the US District Courts. Each state has at least one US District Court, while others are divided into as many as four districts in separate geographical regions. Federal violations generally will not appear in either a county or statewide criminal check. Only a small percentage of criminal cases are violations of Federal law. However, Federal offenses can be very severe. They involve violations of Federal law such as kidnapping, drug trafficking, interstate transportation of stolen goods, bank robbery, and embezzlement.

Additional court fees may apply.

Civil Records

Civil actions are filed by individuals or corporations against other private parties or corporations. Civil history records provide information about: divorce, product liability suites, violation of civil rights, judgments, nonpayment of goods and other similar cases. These cases are searched per jurisdiction or county and per name.

Additional court fees may apply.

Education Verification

Confirmation of applicant's education, including H.S. Diplomas and GEDs, college degrees at all levels, Associates degrees, and Certificates of Completion. We will verify institutions, dates, major areas of study and degree information. Please specify if degree verification concerns a GED and indicate which state issued the G.E.D.

Driving History Report

Driving records are available in all U.S states and a multitude of global locations. Information on these reports can include records such as driving while intoxicated, suspended licenses, accidents, and other traffic violations. When hiring those who will be driving company vehicles or personal vehicles for business purposes, the information gleaned in these reports is vital to making an informed hiring decision.

Military Verification

Verification of the applicant's past or current military service is conducted directly at the appropriate branch of service, as available. Due to the complexity of military verifications, it may take weeks to complete a verification.

Drug Screening

CIC has partnered with over 40,000 SAMHSA Certified labs throughout the U.S. and abroad to meet your company’s drug screening needs quickly and effectively. We offer DOT program management and driver qualification; urine, oral fluid and hair testing options; file management; clinical services. Our electronic chain of custody, MRO review, and random selection process ensure a compliant product. Contact our Screening Services Group to help you develop an appropriate drug screening program for your organization.

Sanctions Report

The Sanctions Report is a comprehensive report containing information from multiple data sources and complies with federal requirements of healthcare and other covered organizations. This search looks for healthcare sanctions including federal and state exclusions, termination of license, probation, and debarments. We currently offer 3 levels of Sanction Searches:

  • Level 1 – Includes searches of the following databases: HHS/OIG (Health & Human Services/Office of the Inspector General; LEIE (List of Excluded Individuals/Entities); GSA (General Services Administration); EPLS (Excluded Parties List System); FDA; DEA; Tri-Care; PHS List.
  • Level 2 – Includes all of the Level 1 searches plus a single state Medical Licensing Board search.
  • Level 3 – Includes all of the Level 1 searches plus a search of all state Medical Licensing Boards and all state Medicaid Exclusions lists.

Professional License & Certification Verification

The types of Professional licenses and certifications that are verified include but are not limited to; MD, JD, RN, LPN, EMT, and CPA . It is important to validate any license listed on the applicant’s resume or application, especially if the new employee will hold a position of authority. The licenses are verified at the State Board Level or with the applicable professional credentialing organization. Certificates are verified through the educational entity from which they were obtained.

Workers' Compensation Report

Working directly with the state’s Bureau of Workers’ Compensation, this report provides a description of the injury, the injury date, filing date, compensation amount, and compensation time frame if available. Not all states consider Workers’ Compensation claims to be public information, therefore this report is not available for every state. Note: To be compliant with employment law, an applicant's claim history must only be requested after a conditional job offer has been made.

  • Why should our company perform pre-employment background checks? +

    By conducting pre-employment background screening checks, you help protect your business from making costly hiring mistakes as well as possible claims of negligent hiring. You reduce the risk of internal theft, fraud, and violence while dramatically helping to reduce turnover. Most importantly, by pre-screening applicants, you protect your employees and customers while showing a good faith effort at due diligence.
  • Is CIC able to assist us with all our locations nationally and internationally? +

    Yes, CIC has a global network of skilled investigators conducting research for us on a national and international scale. Our international services include criminal research, past employment and educational verifications, credit information, drug testing, and other research. The type of information returned may vary from country to country and certain fees may apply. Contact CIC to get a more detailed listing of all available services.
  • Is it essential that I have my applicants sign a release before conducting a background check for employment purposes? +

    It is absolutely essential that you have permission from an applicant before delving into their personal history. Whether you are doing the checking yourself or outsource it to a third party, you must have permission first. When a vendor helps you with the screening, the Fair Credit Reporting Act (FCRA) requires a release that is a separate stand-alone document, not part of the application itself. Note: even if you are not ordering a credit report as part of the screening, this rule still applies. CIC provides clients with a compliant release as part of their services.
  • Our business has never ordered background checks on applicants before now; can we run them on current employees or is it exclusive to new applicants? +

    While the law allows for you to run searches on current employees, the choice to do so will be up to the individual organization. Some businesses decide to "grandfather" in current employees, while others determine that it's better to start with a clean slate and screen all new and existing employees. There are some great techniques to use that will foster good relationships with your staff. Contact CIC to learn more; but before implementing any new policies and procedures, reach out to your labor attorney as he or she will be able to help you avoid certain other pitfalls.
  • What type of information is found out when contacting an applicants past employers? +

    Many companies mistakenly believe that employers can release nothing about a past employee other than name, rank and serial number. This is false. The Employer Immunity Law protects employers when they share factual, documented information regarding a person's past employment. CIC researchers are trained to get the most thorough information available from employers including dates of employment, title, salary, attendance and discipline records, work ethic as well as job responsibilities and achievements. Some employers will stubbornly release only limited information, but you can be sure that our researchers at CIC will do all in their power to gain as much insight from past employers as possible.
  • Where does CIC get Secondary Research Database (SRD) information? +

    Our SRD is a database search consisting of over 400 million records from 50 states, Washington, DC, Puerto Rico and Guam. These records have been pulled from various state courts, state correctional institutions, county and state databases. This is the largest, most complete proprietary database currently available to the non-law enforcement community. Use of the SRD comes with some caveats. Our experts at CIC will help you understand how to use the database results while staying in compliance with applicable laws.
  • Is there a national criminal search through the FBI? +

    Yes, there is. However, this search is through the National Crime Information Center (NCIC) and is not available to the public. The database is restricted to employers who have specific governmental authorization. CIC is not a provider of this search but offers alternative sources to give you a complete, thorough and accurate screening report.
  • How do I place an order? +

    Our system is available 24/7 from any computer or tablet with internet access. Simply log in with your secure username and password to access the system. From there you can select to order a new screening report, add to an existing one or check on the progress of an order. As soon as an order is placed, CIC's Researchers will automatically be notified to begin work on your request. For complete step by step instructions please contact CIC at 419-874-2201.
  • What if I get locked out of the system or forget my password? +

    For security reasons, we suggest that you choose a specific number of "tries" to log in with your password before the system will lock you out of your account. This is an individual client setting which will be determined during the set-up process. If you do get locked out of your user account, we can quickly reset it for you. Just give us a call if that happens. If you forget your password, we can easily email you your user information directly from the system.
  • How many users can our company have and what are the fees? +

    CIC is aware of the need for involvement of multiple people in the hiring process and with this in mind, we set up a system that will allow for unlimited users in multiple locations with the capability of assigning specific User Rights. We do not charge licensing or user fees, so you are able to have all your key people involved the way you need them to be without the worry of extra cost. Each user will be assigned a unique username and password and specific User Rights based on each clients unique requirements.
  • What is a Past Address History? +

    This valuable tool will give you insight into the whereabouts of your applicant within the last seven (7) years. The Social Security Administration will also report if the SSN is valid and in what year and state it was issued. Previously used names will also be reported giving you further information to help in appropriately screening your applicant. Because address histories may contain variables, it's always best to contact CIC for help in reviewing the report and using it to help you choose the most appropriate counties in which to search for criminal records.
  • I need a specific screening package I don't see. Can someone help me? +

    CIC has put together 12 packages based on the searches most frequently requested by our clients. They cover everything from the most basic levels of screening, to in-depth, comprehensive background checks. If you don't see just what you need in our package selection, we can tailor a package specific to your needs and job category. Just give us a call and we'll be happy to discuss your specific screening needs.
  • What can I expect with regards to turnaround times? +

    Many of the searches included in a screening report are instantly returned and available for your review. The Past Address History, Driving History, Secondary Research Database, Sanctions, and Credit reports are all instantaneous. The Federal Criminal reports will be completed most often in the same day. For searches such as the County Criminal and Civil searches where we send researchers directly into the courthouse, it can take about 24-72 hours. Obviously, there are variables (possible records needing further research, waiting for clerks to complete results, outlying courts, federal holidays, etc.) which can cause some delays. We are always in contact with our researchers and receive updated ETAs as needed, so our clients exactly where the report stands and when to expect completion.
  • How will I know when a report is complete? +

    This is an either/or option with our system. The system will automatically generate an email to you letting you know that the report has posted to the web. You can then log into the system to view or print your report. The other option is for the system to send you an email with a PDF attachment of the report. Of course, you may log in to the system at any time to view the progress of the report as every entry we make is available to you in real time.
  • I'm under a large time constraint; can I just order the Secondary Research Database so I can have instant criminal results? +

    No. Unfortunately there is no comprehensive database anywhere in the world that will give you all criminal record information. Many Counties throughout the US do not report to databases and those that do, often do not update the information often enough, or accurately enough to be compliant with the federal Fair Credit Reporting Act (FCRA). Because of these reasons as well as the wide range of discrepancies, false positives, false negatives, and outdated information, the FCRA has mandated that users of database reports follow certain procedures. For employers, you must only use the information as a "lead generator," a tool for pointing you in the direction of possible criminal records you might otherwise not have found. Once a "hit" is seen on the database, employers must hold off on making any decisions until a verification of the records can be performed on-site at the appropriate court. Only then can you use the information adversely in an employment decision. CIC will alert you of Database records that need to be verified in an effort to keep you in compliance with these federal laws.
  • My applicant just called me saying he received a letter from CIC about his report. What is he talking about? +

    Due to the federal law discussed in question 8, CIC has its own set of mandates to follow. When a database search returns criminal record information associated with your applicant's name, CIC will notify them by mail that public record information was sent to you, the prospective employer. This is NOT an adverse action letter; please do not mistake it as such. You are still responsible for following the adverse action procedure set forth in the FCRA, if applicable. This letter is only sent as a protection to the applicant to protect their rights under the FCRA.
  • I'm not sure about the process of taking Adverse Action. Can you help? +

    When an employer uses a third party for any piece of their applicant screening, the Fair Credit Reporting Act has laid out specific mandates when taking adverse action. First, if the background screening report plays even the slightest role in your decision to not hire or promote an applicant, you must sent the applicant a "pre-adverse action notice" along with a copy of the report and the FTC document entitled "A Summary of Your Rights Under the Fair Credit Reporting Act." The law says to wait a "reasonable" period of time, (industry standard is 5 business days), to allow the applicant to review his report and dispute any inaccuracies. After that time you may send an "adverse action notice" which explains to the applicant that they are no longer being considered for the position. Should an applicant call CIC to dispute records found, CIC will initiate a re-investigation and contact you immediately. This process is automated for you in our current system. As a client you have access to more detailed information on this topic in your training guide.
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