At Swift Screening Solutions, we understand that your priority is to hire with confidence and clarity without the stress of navigating complicated compliance rules alone. As a family-owned business, we approach screening with the same care you put into your own team. We believe that professional background screenings should be accessible, straightforward, and human-centered.
Hiring the right person involves checking several different boxes depending on the specific role. While a standard county criminal background check is a common starting point, a comprehensive strategy often requires a combination of services to ensure you have a complete picture.
Criminal Background Checks: These searches identify past criminal activity that could pose a risk to your company or other employees.
Federal Criminal Records: Some offenses are handled at the federal level rather than the county or state level, making this a necessary layer for many professional roles.
County and Statewide Searches: Because criminal records are often kept at the local level, searching specific jurisdictions provides a more granular view. For most states, the most accurate search will be the county level search.
National Sex Offender Search: Especially critical for roles involving vulnerable populations, this ensures a safer workplace.
Employment Verification: It is common for candidates to inadvertently or intentionally misrepresent their past roles or dates of service; verifying this data ensures you are hiring someone with the actual experience they claim.
Education Verification: Confirming degrees and credentials is vital for maintaining the high standards of your organization.
Healthcare Background Checks and Sanction Searches: In the healthcare sector, safety and compliance are paramount. A healthcare background check often includes a thorough review of health sanctions and exclusion lists, such as the OIG or SAM databases. This ensures that a potential hire has not been barred from participating in federally funded programs like Medicare or Medicaid. By conducting these searches, you protect your patients and your facility while maintaining the high standards required in the medical field.
Professional Background Screenings and License Verification: For industries that rely on specialized expertise, such as engineering, accounting, or legal services, a professional background check is essential. This process goes beyond a standard resume review to include a professional license search. We verify that credentials are valid, active, and free of disciplinary actions. This provides peace of mind that your team members possess the exact qualifications they claim, protecting your firm’s reputation and professional standing.
Social Security Number Verification and SSN Trace: This is often the first step in any screening process, helping to confirm a candidate’s identity and identify previous addresses where other records should be searched. For Swift Screenings, this informs as to which counties and how many will need to be searched for all criminal background checks.
Maintaining compliance with employment eligibility is a non-negotiable part of the hiring process, but the requirements often vary depending on your location and the nature of your contracts. Understanding the distinction between these two tools is the first step in protecting your business:
Distinct Compliance Requirements: While often discussed together, Form I-9 and E-Verify are separate processes. Form I-9 is a universal federal mandate for all U.S. employers, whereas E-Verify is a web-based system that matches I-9 information against government records to confirm eligibility.
Federal vs. State Mandates: Confusing these two can lead to significant legal exposure. While the I-9 is required for every hire nationwide, E-Verify is voluntary for most private employers unless specifically triggered by federal contracts or state-specific laws.
The Missouri Compliance Landscape: In Missouri, compliance is governed by RSMo § 285.530, which creates a tiered system for employers:
Mandatory Use: You must use E-Verify if you are a public employer, a business with a state contract or grant exceeding $5,000, or a recipient of state tax credits and incentives.
Voluntary Use: For general private businesses without state contracts, participation in E-Verify remains optional but recommended.
The “Legal Shield” Incentive: Missouri law provides an “affirmative defense” for any employer enrolled in E-Verify. This means if your business is ever accused of “knowingly” hiring an unauthorized worker, your active participation in E-Verify serves as a vital legal shield.
At Swift Screening Solutions, we simplify this process by helping you manage both Form I-9 verification and E-Verify screening. We ensure you are checking the right boxes for your specific region so you can focus on growing your team with peace of mind.
Compliance Without the Budget Burden
Many small to mid-sized businesses worry that a robust compliance program is out of reach financially. However, the cost of being out of compliance including potential legal fees or the cost of a “bad hire” often far exceeds the cost of a professional screening program.
At Swift Screening Solutions, we provide affordable, customized packages so you only pay for the searches that are relevant to your specific roles. Whether you need a simple driving record check for a delivery role or an international background check for a remote specialist, we help you build a package that fits your needs and your budget.
Use this checklist to review your current hiring process and identify any potential gaps:
Written Disclosure: Is your disclosure a stand-alone document, separate from the job application?
Written Authorization: Have you obtained a signed consent form for every background screening performed?
Role-Based Packages: Are you conducting the right searches for each role, such as DOT background screening for drivers or healthcare background checks for clinical staff?
Adverse Action Process: Do you have a clear, documented process for sending pre-adverse and final adverse action notices?
I-9 and E-Verify: Are you accurately verifying the work eligibility of every new hire within the required three-day window?
Data Security: Do you have a secure way to store and eventually dispose of sensitive candidate information?
We are committed to providing you with the clarity and authority you need to grow your business safely. Let us help you ensure that you are checking the right boxes with a process that is as efficient as it is thorough.
Contact Swift Screening Solutions today to review your current screening requirements and discover how we can help you stay compliant at a price that works for your business. Visit us at www.swiftscreenings.com to learn more.
