Delta Recommends the following
Employment Screening Packages:

Employment Screening

Level 1- Social Security/Address Verification
Level 1- National & State Offender Registry
Level 1- County Criminal Search (Misdemeanor & Felony)
Level 1- Statewide Criminal Search (Felony)
Level 1- National Scan with Criminal Monitoring*

Level 2- DMV Driver Check
Level 2- Employment Verifications

Level 3- Reference Verifications
Level 3- Educational Verifications
Level 3- Professional License Verifications

Level 4- County Civil Searches
Level 4- Federal Civil Searches
Level 4- Terrorist Watch

LEVEL 1– Hourly and Entry Level Positions

This is a thorough screening appropriate for all hourly and entry level employees.

A Social Security Trace/Address Verification is used to identify your applicants’ possible residential history. Then we check EACH County where the applicant has resided for felony & misdemeanor convictions using the Statewide Criminal Search and County Criminal Search. We will also add a National Sex Offender Registry Search.  To ensure your employee remains free of infraction, we will add a National Scan with Criminal Monitoring.  This scan will be performed each month for 12 months.  If any infraction is discovered you will be notified immediately.

LEVEL 2– Drivers, Field and Sales Level Positions

Appropriate for Employees who drive as part of their responsibilities, as well as for individuals who travel & work independently. A DMV Driver Check search may reveal information that some courts do not classify as criminal, including tickets & moving violations. Employment Verification is also recommended to judge the applicants’ work ethic. Includes all services from Level 1.

LEVEL 3– Professional & Management Level Positions

Ensure that degrees, credentials and certifications are authentic and current. Personal, Professional & Educational Verifications are recommended. Includes all services from Level 2.

LEVEL 4– Due Diligence, Business & Executive Level Positions

This level is a key component when hiring executive/financial personnel and when making business acquisitions. When the success of your business is at stake, get the information you need to make the most informed decisions. County Civil Searches, Federal Civil Searches & Terrorist Watches are also included. Includes all services from all of the above Levels.

*Criminal Monitoring

Additionally, DELTA recommends conducting annual Post-Hire Monitoring.  DELTA offers a great product called: Criminal Monitoring (or CM).  You may wonder why you should conduct employee monitoring if you have already done your due diligence by performing Employment Screenings.  DELTA's answer to this question is, simply this:

"Who you hired THEN, may not be who is working for you NOW."

Our researchers conducted a re-screening for a business of existing employees.
This search revealed a variety of sex offenders. This was especially detrimental as the employer’s business centered on the care and education of children.

This employer’s due diligence perspective has been significantly adjusted by this finding.

Below are some Frequently Asked Questions about Criminal Monitoring.

Q. What is Criminal Monitoring?

A.  Stated simply: It's peace of mind: Post-Hire.

Criminal Monitoring is a continuous criminal search on existing employees to help protect businesses from Negligent Hiring* claims.

This scan stays active for 12 months. Each month, you will be only informed of any "hits" to your employees' information. Just before your CM is about to expire, we will confirm that you would like to continue for an additional year.

For a flyer of what Criminal Monitoring is click here "What is Criminal Monitoring".

* Negligent Hiring refers to an employer’s obligation not to hire applicants who are likely to commit harmful acts against other employees or individuals otherwise associated with a company that could create a legal liability for the employer. Some employers have taken precaution a step beyond pre-employment screening to include annual screening of employees to ensure those who were safe to hire to begin with
stay that way.

Q.  Is it legal?

A.  Absolutely!

Just because an applicant passed their Pre-Employment screening, does not mean that as a hired employee that they are currently without infraction. Additionally, even though employees are required to inform their employers of criminal activity, charges and arrests, etc., it doesn't mean that they do!

The Applicant Authorization Form that DELTA provides your company when your Employment Program is initiated indicates that the signature offered by the Applicant grants permission for obtaining this information throughout their time of employment, this includes post-hire screening. Once you have an employees' initial written consent, you only need to supply them with a copy of FCRA Summary of Your Rights and a separate "Notification of Consumer Report Request" document.

Q. Where does this information come from?

A.  A variety of sources (not just one or two like other Employment Services).

Our researchers have access to data from various legal sources, including, but not limited to: Department of Corrections, Prison Release Records, Sex Offender Registry, and P.R.I.O.R.S. Our CM program is a nationwide and state scan of criminal activity.

Q.  How quickly will I be informed of any infractions?

A.  Monthly.

Each month, you will be informed immediately of any "hits" to your employees' information. You will only be notified if an infraction is found.

Q.  What do I need to do to start a Employment Screening Program?

A.  Just give us a call at the number below or send us an email.

Tell us you’d like to use our Employment Screening services.  We'll help you get your Employment Screening program started immediately to get you the answers that your company needs to know.

As always, DELTA’s Team will help customize your own Employment Screening Package to suit your business!

Just contact one of our representatives to get pricing and to get started today!

Click here for more information:  How to Get Started