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People in need of jobs may provide inaccurate information about themselves. They may even provide fake documents or false credentials. It is best to do an online background check. Doing so, will soon uncover the truth about anyone. Our database has all the info you need, about the person whose identity and credentials, you would like to verify. You will not have to guess about people, about their past history or if they have had problems with the law or have cheated in some way. An Online background check will  let you know, if they have been in prison, or have a criminal history, were they previously married, were they involved in any accident and the list of  things, you can verify and confirm for yourself, is all made available to you. You will know the facts and learn the truth about anyone. Background checks will give you peace of mind and prevent future problems that could otherwise affect your business, your existing employees or customers.

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Why Do Employers Conduct Background Checks ?Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically include past employment verification, credit history, and criminal history.

Pre-employment screeningThe demand and the scale of lies in the CVs
The first Polish research on the issue of pre-employment screening shows that 81% of recruiters have come across the phenomenon of lies in the CVs of candidates for the job. The survey was conducted by IBBC Group and Background Screening Service, which deal with outsourcing and conducting background screenings in Central - Eastern Europe.

The research shows how many failures occurred in the relationship between employer and employee over the years and what dangers it brings. Applicants usually lie about additional skills (85%), dates of employment (58%), responsibilities (53%) or positions (28%).

Due to bad hire, employers lose in a multitude of ways: financial-wise, reputation-wise and time-wise. The research shows that as many as 77% of them have lost significant sums of money to carry out the re-recruitment. Moreover, the companies have suffered losses after hiring the dishonest employee due to his low competences (57%), lack of diligence at work (28%), spending on additional training (28%) or problems with attendance (15%) and employee theft (7%). The demand for pre-employment screenings is constantly growing among Polish entrepreneurs.

Pre-employment screening in the U.S.Due to the sensitivity of the information contained in consumer reports and certain records, there are a variety of important laws regulating the dissemination and legal use of this information. Most notably, the Fair Credit Reporting Act aka, FCRA, regulates the use of consumer reports (which it defines as information collected and reported by third party agencies) as it pertains to adverse decisions, notification to the applicant, and destruction and safekeeping of records.

If a consumer report is used as a factor in an adverse hiring decision, the applicant must be presented with a "pre-adverse action disclosure," a copy of the FCRA summary of rights, and a "notification of adverse action letter." Individuals are entitled to know the source of any information used against them including a credit reporting company. Individuals must also consent in order for the employer to obtain a credit report. Pre-employment credit reports do not include a credit score. A pre-employment credit report will show up on an individual’s credit report as a "soft inquiry" and do not affect the individual's credit score.

Types of Checks carried out by Various Employers
There are a variety of types of investigative searches that can be used by potential employers. Many commercial sites will offer specific searches to employers for a fee. Services like these will actually perform the checks, supply the company with adverse action letters, and ensure compliance throughout the process. It is important to be selective about which pre-employment screening agency one uses.

Many employers choose to search the most common records such as criminal records, driving records, and education verification. Other searches such as sex offender registry, credential verification, skills assessment, reference checks, credit reports and Patriot Act searches are becoming increasingly common. Employers should consider the position in question when determining which types of searches to include, and should always use the same searches for every applicant being considered for one. The amount of information included on a background check depends to a large degree on the sensitivity of the reason for which it is conducted—e.g., somebody seeking employment at a minimum wage job would be subject to far fewer requirements than somebody applying to work for a law enforcement agency such as the FBI- Federal Bureau of Investigation or jobs related to National Security, Criminal, arrest, incarceration, and sex offender records. There are several types of criminal record searches available to employers, some more accurate and up to date than others. These "third party" background checking agencies cannot guarantee the accuracy of their information, thus many of them have incomplete records or inaccurate records. The only way to conduct an accurate background check is to go directly through the state. Most times using the state of choice is much cheaper than using a "third party" agency. Many websites offer the "instant" background check, which will search a compilation of databases containing public information for a fee. These "instant" searches originate from a variety of sources, from statewide court and corrections records to law enforcement records which usually stem from county or metro law enforcement offices. There are also other database-type criminal searches, such as statewide repositories and the national crime file. A commonly used criminal search by employers who outsource is the county criminal search. Citizenship, immigration, or legal working status Records. The hiring of undocumented workers has become an issue for American businesses since the forming of the Department of Homeland Security and its Immigrations and Customs Enforcement (ICE) division. Many history making immigration raids over the past two years have forced employers to consider including legal working status as part of their background screening process.

All employers are required to keep government Form I-9 documents on all employees and some states mandate the use of the federal e-verify program to research the working status of Social Security Numbers. With increased concern for right-to-work issues, many outsourcing companies are sprouting in the marketplace to help automate and store Form I-9 documentation. Some jobs are only available to citizens who are residents of that country due to security concerns.Litigation recordsPossible information included in Background Checks
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Employers may want to identify potential employees who routinely file discrimination lawsuits. It has also been alleged that in the U.S., employers that do work for the government do not like to hire whistleblowers who have a history of filing qui tam suits.
Driving and vehicle records
Employers that routinely hire drivers or are in the transportation sector seek drivers with clean driving records—i.e., those without a history of accidents or traffic tickets and traffic violations. Department of Motor Vehicles and Department of Transportation records are searched to determine a qualified driver.
Drug Test Records
Drug tests are used for a variety of reasons—corporate ethics, measuring potential employee performance, and keeping worker’s compensation premiums down.
Education records
These are used primarily to see if the potential employee had graduated from high school (or a GED) or received a college degree, graduate degree, or some other accredited university degree. There are reports of SAT scores being requested by employers as well.
Employment records
These usually range from simple verbal confirmations of past employment and timeframe to deeper, such as discussions about performance, activities and accomplishments, and relations with others.
Financial information Records
Credit History, Liens, civil judgements, bankruptcy, and tax information may be included in the report.
Licensing records
A government authority that has some oversight over professional conduct of its licensees will also maintain records regarding the licensee, such as personal information, education, complaints, investigations, and disciplinary actions.
Medical, Mental, and Physiological evaluation and records
These records are generally not available to consumer reporting agencies, background screening firms, or any other investigators without documented, written consent of the applicant, consumer or employee.
Military records
Although not as common today as it was in the past fifty years, employers frequently requested the specifics of one's military discharge.
Polygraph testing Records
Those seeking employment in the government relating in a field of national security, law enforcement, or other field of safety or security may look into a person’s background not disclosed in applications. Those who fail a polygraph test may not be selected. In the United States laws regarding the use are under the Employee Polygraph Protection Act.
Social Security Number –SSN Number Search
(or equivalent outside the US). A fraudulent SSN may be indicative of identity theft, insufficient citizenship, or concealment of a "past life". Background screening firms usually perform a Social Security trace to determine where the applicant or employee has lived.
Other interpersonal interviews

Employers may investigate past employment to verify position and salary information. More intensive checks can involve interviews with anybody that knew or previously knew the applicant—such as teachers, friends, coworkers, neighbors, and family members; however, extensive hearsay investigations in background checks can expose companies to lawsuits. Past employment and personal reference verifications are moving toward standardization with most companies in order to avoid expensive litigation.


The above Snippet is from Wikipedia and sheds some light about background checks.

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