Fact Sheet

The following is a brief introduction to our services and answers to frequently asked questions.  Please contact ESR by e-mail, fax, or phone for additional information.  We only provide pre-employment screening services to businesses only. We specialize in working with Human Resources and Security Departments.

Who are we?
ESR is a Consumer Reporting Agency operating under the Fair Credit Reporting Act (FCRA).  We are specialists in pre-employment background screening.  We meet the needs of employers and Human Resources and Security professionals by providing timely and accurate reports that highlight  important findings, not just giving raw data or computer printouts. ESR procedures are applicant friendly. We also handle the legal requirements for a pre-screening program. ESR is a one-stop solution for your pre-employment screening needs.

Please note that ESR provides services only at the pre-employment stage.  All screenings are done pursuant to signed consent under the rules set out by the FCRA.  Firms that are experiencing any difficulties with existing or current employees will need to consult with a  private investigator.  ESR does not offer or provide legal or investigative services to clients.  ESR will be pleased to make appropriate referrals. 

What  we do?
ESR protects employers by screening for applicants with falsified credentials, criminal records or other facts that can indicate potential problems. We are professionals at public record searches, employment  reference checks, and resume verifications.

Located in Northern California, ESR can conduct background screenings   anywhere in the United States.  For Northern California firms, there is a special advantage in dealing with ESR.  Our consultants will come to your site to set up a program, and provide any support, training and consultation that a firm requires.  On request, our consultants will also provide that assistance to firms in Southern California as well.

For firms outside of California, ESR will provide unlimited telephone support, training and consultation.

Why pre-screen?
Employers have become painfully aware of the tremendous consequences of bad hiring decisions. Pre-screening promotes a safe and profitable workplace. Pre-employment screening is an effective risk management tool that has been proven to significantly reduce the risk of a bad hire.  Employers typically engage in pre-employment screening for four reasons:
1.  To discourage applicants with something to hide--just having a pre-screening program discourages job applicants with a criminal background or falsified credentials.
2.  To eliminate uncertainty in the hiring process--many employers have discovered the hard way that relying on instinct alone is not enough.  Hard information is also an important part of the hiring process.
3.  To demonstrate Due Diligence--all employers have  a reasonable duty of care in the hiring process.  That means an employer must take reasonable steps to determine whether an employee is fit for a particular job.  For example, an employer who hires a bus driver and does not take reasonable efforts to determine if the bus driver has a criminal record, could be found liable if that driver assaults a passenger, and a reasonable background check would have discovered the prior assaults.
4.  To encourage honesty in the application and interview process--Employers find that just having a background program will encourage applicants to be more forthcoming about their history.

Performing background screenings is certainly not a guarantee that every bad applicant   will be discovered.  For the prices charged by pre-screening firms, employers cannot expect an in-depth and exhaustive FBI type investigation.  However, just engaging  in screening program demonstrates due diligence and provides an employer with a great deal of legal protection.

It is also important to understand that a pre-screening program is aimed at how a person has performed in the  public aspect of their lives.  Items such as a criminal records or previous job performance reflects how a person behaved towards others, or discharged their obligations or responsiblibietes.  Screening is NOT an invasion of privacy, a sign of mistrust or an act of "Big Brother."

How we do it?
Our program is integrated seamlessly in the hiring process. After receiving your applicant's written consent, ESR searches numerous public and private records, and contacts schools, licensing authorities and previous employers.

ESR is also available for consultations with our clients on background screening issues.

Is it legal?
All ESR procedures comply fully with applicable legal standards. We also handle all the legally required procedures for employers, such as providing applicants with copies of reports and notices of consumer rights. By using ESR, employers legally protect themselves, and ensure that the rights of their applicants are being respected. 

As an additional service, ESR will provide an applicant with the appropriate notices of adverse action required by the FCRA when requested to do so by an employer. 

Although ESR does not provide legal advice to its clients, our legal staff ensures that ESR procedures comply with the Fair Credit Reporting Act and other Federal and State laws concerning privacy and discrimination

See our links to the Fair Credit Reporting Act, and articles by the Federal Trade Commission.

How long does it take?
ESR reports are normally provided in three working days in an easy to use written format.  ESR is not an information broker that simply provides raw data or computer printouts.  ESR reports highlights and summarize important information.  For example, when a firm orders  a credit report from ESR, we do not simply attach the report.  We will give our client a breakdown of the important facts and highlight items that employers may be concerned about.  In addition, where there is negative information, ESR will provide human resources policy notes on accepted industry standards for the use of that information.

NEW!!!  ESR is offering a Performance Guarantee.  If our reports take longer then four business days from the time we receive the order, the Report is FREE.   In a situation where information is delayed for reasons beyond our control, such as the time it takes for a court clerk to pull a court record, our clients will still receive a written report within FOUR days.  The report will indicate the reason for the delay, and when the supplement is expected.  With ESR, a client is never left just hanging.

What does it cost?
A background screening by ESR is typically  less then the cost of a new employee on their first day of employment.  ESR standard packages are priced at $99.00 to $169.00. A special product called an IntegrityCheck designed for employees who handle money or have access to assets, costs $189.00.  That is minor compared to the damages a bad hire can cause.

All services include unlimited training, support and consultations.

Does my firm risk alienating applicants?
The procedure is non-intrusive and respects your applicant's privacy rights. Good applicants are also anxious to work with qualified co-workers in a safe workplace. Our release form advises your applicant that:

"A background check is not only for the benefit of the company as a sound business practice, but also for the benefit of all employees. It is no reflection on an applicant."

What's involved in setting up a screening program?
As part of the hiring process, your applicant signs two release forms we provide. Simply fax the two forms to ESR with an order form. If the order includes verifying education or professional credentials, or employment references, fax the application or resume as well. An ESR consultant will work with you at your offices to set-up a screening program that meets your needs.

What if our company needs the information right away?
In the case of a rush hire, an expedited report service is available, often that same day. On our standard service, verbal reports are also available as soon as ESR has obtained the necessary information.

Why should a firm outsource this service?
Pre-employment screening is a time consuming and detailed task that requires highly specialized knowledge and resources. It is also subject to numerous legal regulations. Many firms have found that it is an inefficient use of their time and resources to attempt to perform a service that a specialist can do efficiently and cost-effectively.

Even firms with fully staffed Human Resources or Security departments have found that outsourcing this service is more efficient and allows them to focus on tasks that can only be performed inside the company. Many HR and Security professionals also prefer that a new employee's first contact with their department not be a background check.  Also, outsourcing this service does not leave a new employee feeling that confidential information about them is being obtained by others in the firm.