Applicant Investigation (From Criminal and Civil Investigation Handbook, P 4-81 to 4-92, 1981, Joseph J Grau and Ben Jacobson, ed. - See NCJ-84274)

• NCJ Number: 84296
• Author(s): T T Cacavas
• Date Published: 1981
• Length: 12 pages
• Sale Source: McGraw-Hill Publishing Co
• Language: English
• Country: United States of America
• Note: *This document is currently unavailable from NCJRS.

Annotation

These guidelines for conducting investigations of applicants for high-security jobs cover the screening of applicants, applicant interviews, and applicant background investigations, along with the legal constraints on such investigations.

Abstract

Applicant screening should be based upon a determination of the skills and personal characteristics required for the open position. The job application should include all the information sought which can be provided directly by the applicant. Information on this application should be confirmed in the background investigation. A release should be provided for the applicant to sign in providing consent to review birth data, education and credit records, and medical files. The interview should provide an opportunity to pursue further information on items in the application and assess the personal presence and communication style of the applicant. The background investigation should check the applicant's education record, all former employers, and interview references provided by the applicant, associates, and neighbors of the applicant. Credit history, medical records, and any criminal records should also be reviewed. In compiling the background information and using it, the employer should know that the Privacy Act of 1974 guarantees the individual's right to determine what information is gathered about himself/herself and the right to obtain a copy of the information collected. An opportunity should also be provided for the applicant to contest the accuracy of the information.