Background Verification

At AAIMCheck we know that the top factor in selecting a background check provider is turn-around time, and the number two factor is service. Our clients receive turn-around time and service that is best in the business.
  • 98% turn-around within 2 business days
  • Customer contact within one business day of request

 

We offer the full range of searches:  (Click for description)

  Identity Development

  • A Social Security Trace will identify the following information:

    Validation of Social Security number

    Address history from when the applicant's credit was established

    A date frame of when the first time an address was used and the last time an address was used

    Name variations (i.e., maiden name)

    The state the Social Security number was issued

    The year the Social Security number was issued
     

    A Social Security Trace is a good starting point to determine what additional searches should be conducted for an applicant's background.
     

Investigative

  • A County Criminal Record Search provides information on an applicant's criminal history within the county limits. A county will have the most up-to-date information and can be performed when a statewide criminal record search is unavailable. County criminal record searches are conducted for the standard seven (7) year history, except if an agreement with the client is established during the account setup process.
     

  • A State Criminal Record Search provides information, gathered from the counties and state repository, about an individual's criminal history in accordance with the Fair Credit Reporting Act (FCRA) guidelines. Not all states have a repository or make their repositories available to the public.
     

  • The United States is divided into ninety-four (94) federal judicial districts. Criminal history from individual districts may include, but is not limited to: homicide, mail fraud, interstate trafficking, robbery of a bank or Post Office, crimes aboard an aircraft or civil rights violations. This check represent a small percentage of criminal cases, however are serious offenses in some cases. The Federal Criminal Record Search does not overlap with the county and state level searches. Federal criminal record searches are conducted for the standard seven (7) year history, except if an agreement with the client is established during the account setup process.
     

  • The National Criminal Supplemental Database is compiled from a variety of sources including, but not limited to, county and statewide criminal record repositories, State Department of Corrections, and the National Sex Offender database. This search is for supplemental purposes only and should not be used as a standalone search to determine an individual's past criminal history. If a criminal record is identified within this search, further verification should be conducted in order to confirm the most recent information is provided.
     

  • The National Sex Offender Database Search is the only US government search that links public state, territorial, and tribal sex offender registries to one location. This search presents the most up-to-date information as provided by each jurisdiction and may include, but is not limited to: sexual offenses and violent crimes that are sexual in nature. Information about individuals who appear on this list is dependent on the individual states' registry requirements.
     

  • A County Civil Record Search provides information on an applicant's civil history within the county limits. This search will provide past or current civil proceedings which may include, but is not limited to, disputes between individuals and organizations that involve compensation awarded to the victim, bankruptcies, divorce and other matters. Civil history differs from county criminal history in that the subject can be either the plaintiff or the defendant. County civil record searches are conducted for the standard seven (7) year history, except if an agreement with the client is established during the account setup process.
     

  • The United States is divided into ninety-four (94) federal judicial districts. Civil history from individual districts may include, but is not limited to, bankruptcy and civil rights violations. The Federal Civil Record Search does not overlap with the county searches. Federal civil record searches are conducted for the standard seven (7) year history, except if an agreement with the client is established during the account setup process.
     

  • The Division of Family Services' Search will provide information regarding child abuse and/or neglect. This service is only available in the State of Missouri and does not provide information from any other state.
     

  • The Office of Inspector General (OIG) develops and distributes resources to assist the health care industry in its efforts to comply with the nation's fraud and abuse laws and to educate the public about fraudulent schemes so they can protect themselves and report suspicious activities. OIG maintains the List of Excluded Individuals/Entities (LEIE), a database which provides information to the public, health-care providers, patients and others relating to parties excluded from participation in the Medicare, Medicaid and all Federal health-care programs.
Global Homeland Security Search

  • The Office of Foreign Assets Control (OFAC) of the US Department of the Treasury administers and enforces economic and trade sanctions based on US foreign policy and national security goals against targeted foreign countries and regimes, terrorists, international narcotics traffickers, those engaged in activities related to the proliferation of weapons of mass destruction, and other threats to the national security, foreign policy or economy of the United States.
  Verification

  • An applicant's past or current employer is contacted to obtain the following information, but not limited to:

    Dates of employment
    Positions held
    Status/type of employment
    Reason for separation
    Wage information
    Evaluation data (i.e., questions for the employer)

    Evaluation data can be customized to comply with your organization's needs

    Some employers use external databases (third parties) to retain and verify employee information.

    All information is not available from every employer; the information is based on the organization's policies and personnel records.
     

  • The cost for an employer's Workers' Compensation insurance is on the rise. A good way to control the cost is to run a post-offer Workers' Compensation history. The Workers' Compensation search gives a claim history of past claims filed by the applicant. This is a good tool for controlling Workers' Compensation costs by placing those who have a high claim history in the appropriate position.

    This search is conducted at the state level and AAIMCheck complies with the Americans with Disabilities Act. Employers should already have a Workers' Compensation policy in place before requesting this search.
     

  • Performance-related information is gathered through interviews with previous supervisors, co-workers, and/or employers. These structured interviews ask a variety of questions geared toward gaining insight into the applicant's strengths/weaknesses, improvement areas, attendance, interpersonal skills, etc. This information can be used to help inform the employer as to whether or not the applicant would be a good fit for the organization.

    By having AAIMCheck perform the interview, the employer receives an uninfluenced interview about the applicant. AAIMCheck can customize questions to tailor the interview to an organization's needs.
     

  • Information is gathered through interviews with family, friends, and/or acquaintances. These structured interviews ask a variety of questions geared toward gaining insight into the applicant's character, their strengths/weaknesses in and out of the work environment, special skills or training the individual might have, as well as any other relevant information that pertaining to the individual. This information can be used to help inform the employer as to whether or not the applicant would be a good fit for the organization.

    By having AAIMCheck perform the interview, the employer receives an uninfluenced interview about the applicant. AAIMCheck can customize questions to tailor the interview to an organization's needs.
     

  • Employers of safety-sensitive transportation employees play a crucial role in ensuring our roadways are safe. Employers are responsible for developing and implementing a successful DOT workplace. A DOT search will provide drug/alcohol compliance information from past employers to ensure the DOT requirements have been met.

    For information and "Best Practices for Employer DOT Programs" please visit:
    http://www.dot.gov/sites/dot.dev/files/docs/ODAPC_Random%20Testing%20Brochure.pdf
Credentials

  • Our License Verification feature is used to verify an applicant's professional license held by a government agency or private institution. The following information is obtained, but not limited to:

    State of issuance
    Date of issuance
    Expiration date of license
    Disciplinary action information
     

  • An applicant's educational institution is contacted to obtain the following information, but not limited to:

    Dates of attendance
    Degree claimed
    Major claimed
    Date the degree received

    Some institutions use external databases (third parties) to retain and verify student information.

    All information is not available from every institution; the information is based on the institution's policies.
     

  • Instant Driving Record, a.k.a. Motor Vehicle Report (MVR), is an up-to-date report that provides a detailed history of suspensions, violations, and any other information regarding a person's driving history. Depending upon the state, a search of a person's driving records typically covers the last three (3) to seven (7) years.
     

  • E-Verify, along with an I-9 audit for each hire, are the best means available for determining employment eligibility of new hires and the validity of their Social Security numbers. AAIMCheck's I-9 audit is done prior to submitting new hire information. AAIMCheck manages the process and ensures compliance with the ever-changing E-Verify regulations.

    E-Verify is operated jointly by the Department of Homeland Security (DHS) and the Social Security Administration (SSA). AAIMCheck utilizes this system to verify the work status of new hires by submitting information from an employee's I-9 form to SSA and DHS.
Employment Credit Report

  • An Employment Credit Report will give an employer beneficial information on an applicant's sense of financial responsibility. This report is a good tool to use when hiring for a position that involves fiscal responsibilities. An Employment Credit Report does not reveal credit scores, account numbers, or spousal information. The Employment Credit Report gives details on an individual's information, which include:

    Financial and credit summary
    Name variations (i.e., maiden name)
    Current and past employers
    Address history
    Account history
    Public records (i.e., tax liens, judgments, and bankruptcy information)
    Prior inquiries
    Fraud detection