Our previous blog addressed the topic of the importance of the "nationwide" criminal database product such as the Apollo Widescreen as a tool. Most employers don't have access to the NCIC (the FBI's database: National Crime Information Center). Only Federal agencies and specific employers have access to that database. However, contrary to common belief, the FBI database is, in fact, a database. It is known to have inaccuracies of it's own similar to any other database products, including those used by Employment Screening Companies (see previous article re: Importance of including and proper using the nationwide database).
The bigger problem: The FBI (NCIC) database is reported to be not fully reliable and consistently full of holes and not accurately updated. It also contains many arrest records without convictions, which are not suitable to use for employment purpose in most circumstances. All of the reported problems associated with the FBI's database is truly no fault of their own. It is due to the fact that, again, it is a database, which can never be fully reliable. Additionally, it is something that becomes very difficult to do much about. Once the source of information becomes placed in a database environment, it becomes extremely difficult to control both accurate and inaccurate data. That is because a database grows and develops information based on human interaction via data entry, updates, changes, revisions etc.
The FBI'S database check (NCIC) is also commonly known as the LiveScan search. In addition to this database not being available to most employers, it is fingerprint based, which means getting back results can take several weeks, if not longer. A reputable screening firm would suggest a more comprehensive program (See corresponding blog: Best Practices-Tips for Employment Screening) even to the employers that can access it and are even required to put employees through the "FBI fingerprint search"/"Livescan".
No one individual is perfect and we all make mistakes. Needless to say, data entry employees, court clerks, court administrators, police departments, and anyone else reporting information to this database are no different than the rest of us when it comes to mistakes. So, what should an employer do that cannot access this unreliable database? The answer is to engage in due diligence when screening your applicants by using a reliable screening firm that specializes in this process. Our company, Apollo Services, Inc., is a member of the National Association of Professional Background Screeners. We are highly involved with this association and they are the hallmark for professionalism in our industry. We work and communicate with many great industry minds throughout the association. I have been deeply involved with the Best Practices Committee whose charge is to evaluate and bring processes and procedures to the industry at large. This is where professionalism and knowledge regarding the industry comes together and develops. In a corresponding Apollo Services Inc. blog posting (click here) I will describe what I believe to be some recommendations for general best practices when engaging in employment screening and why.
Please note, this in no way should be considered legal advice of any type and clients, employers, and users under the FCRA should always consult with their own legal counsel.
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