International Background CheckGlobal provides large corporations and small companies with international criminal background checks, employment and education verifications in over 190 countries and territories. Because of the perceived difficulty in performing international employment & education verifications, some employers have not attempted to verify international credentials or perform international criminal background checks. Global Information Network can streamline the process with our easy to order online international background check reports; Global will provide all the necessary release documents. READ MORE
Global has experience providing background reports for Government contracts. Global Information Network's reports have been approved by the United States Government to provide a NACI IT3 Clearance background check for (TCN) Third Country National(s). Government Contract? Global Information Network can provide the required background check. Call 1-800-527-0265 for more information.
CompaniesGlobal, the source fortune 500 companies turn to. Global is a trusted source for many of the top Fortune 500 companies around the globe. With Global Information Network’s comprehensive international reach, we can provide the in-depth services today's corporations require.
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International & Domestic Employment Background Reports
Fast, Accurate, Secure and Easy!
With over 18 years in the International and Domestic employment background check screening industry Global Information Network, LLC. is a leader in providing online criminal background checks employment and education verifications, terrorist watch list searches and more.
Whether you are a small domestic company looking to order a few reports a year or a large international Logistics company, Global can efficiently implement, manage and control your employment screening program.
Global Information Network, LLC provides international background checks in over 190 countries and territories. Global also covers all counties courts in the U.S. and provides many statewide criminal reports.
Features of Global’s Ordering Platform
The Applicant Management Center (AMC)AMC allows you to track candidates through the hiring process; from the initial Solicited invitation or Unsolicited utilizing a generic link to access your online application that is created in Global's ordering platform. Follow the process through the background check process to hiring. The applicant information collected is fed directly into your Global Information Network, LLC's platform ready to begin the background screening process. By having the candidate complete the information online, it decreases the number of keying errors, and allows your resources to focus on areas other than data entry.
Adverse Action Letter Features Provide Global with your Pre-Adverse and Adverse Action letters and Global will put them into your online web-ordering platform along with a copy of the Summary of Your Rights document. On your Results page next to your applicant name click on the Adverse Action Letter icon and print out your letter, the Summary of Your Rights document and a copy of the report ready to send to your applicant. When generating the letter click the Reminder Email to be sent to yourself to generate the second Adverse Action Letter.
Integration with ATS, HRIS Let Global help you streamline the transfer of information by integrating your Applicant Tracking Software, Human Resources Information Systems or other talent management programs, with our secure screening portal. Global integrates with platforms such as Taleo, Oracle and PeopleSoft ADP Virtual Edge and more.
Employment Drug Screening Whether you have offices in one location or in all 50 states, Global can help you manage your entire employment drug screening process and integrate it seamlessly into your pre-hire screening program. Global partners with LabCorp and Quest Diagnostics the two largest labs in the U.S. to give you the coverage you need.
Industry News and Updates
Topic: Pre-Employment Inquiries and Arrest & Conviction
There is no Federal law that clearly prohibits an employer from asking about arrest and conviction records. However, using such records as an absolute measure to prevent an individual from being hired could limit the employment opportunities of some protected groups and thus cannot be used in this way.
Since an arrest alone does not necessarily mean that an applicant has committed a crime the employer should not assume that the applicant committed the offense. Instead, the employer should allow him or her the opportunity to explain the circumstances of the arrest(s) and should make a reasonable effort to determine whether the explanation is reliable.
Even if the employer believes that the applicant did engage in the conduct for which he or she was arrested that information should prevent him or her from employment only to the extent that it is evident that the applicant cannot be trusted to perform the duties of the position when
considering the nature of the job,
the nature and seriousness of the offense,
and the length of time since it occurred.
This is also true for a conviction. Several state laws limit the use of arrest and conviction records by prospective employers. These range from laws and rules prohibiting the employer from asking the applicant any questions about arrest records to those restricting the employer's use of conviction data in making an employment decision.
In some states, while there is no restriction placed on the employer, there are protections provided to the applicant with regard to what information they are required to report.
The Fair Credit Reporting Act (FCRA) imposes a number of requirements on employers who wish to investigate applicants for employment through the use of consumer credit report or criminal records check. This law requires the employer to advise the applicant in writing that a background check will be conducted, obtain the applicant's written authorization to obtain the records, and notify the applicant that a poor credit history or conviction will not automatically result in disqualification from employment.
Certain other disclosures are required upon the employee's request and prior to taking any adverse action based on the reports obtained.
Global Information Network, LLC, articles are provided for informational purposes only. They are not intended to be comprehensive, and are not a substitute for and should not be construed as legal advice. Global Information Network, LLC, does not warrant any statements in the articles. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.
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Global Information Network, LLC
PO Box 902 Oakland, Florida 34760
- +1 800 527 0265Toll Free:
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