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Background and Drug Testing

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Verify Credentials & Screen with Confidence

Make informed hiring decisions by screening and confirming every detail of your applicant’s background.

Get lightning-fast, precise screenings, verifications, and drug testing, backed by fanatical support, so you can move forward with your candidates with confidence and peace of mind.

Fully integrated with the AdvanStaff HR Applicant Tracking System

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Let AdvanStaff HR help you verify credentials with speed and confidence—connect with our team to streamline your background checks and ensure every hire is qualified and compliant.

Key points that separate the AdvanStaff HR solution from the competition:

  • Integrated with the AdvanStaff Applicant Tracking System, order screening and verification services right from the applicant hiring screen.
  • 24/hr access to a secure portal for worksite managers
    • Built on a Secure, Cloud-Based Platform
    • Highly Scalable for Any Volume 
    • FCRA-, SOC 2- and PCI-Compliant Architecture
  • 100% US-Based Support
  • Industry-leading pricing, consolidated billing conveniently included on your AdvanStaff payroll Invoice.
  • Fast, reliable turnaround on all services:
    • 24 hr. Turnaround time on clean records
    • 72 hr. Turnaround time on criminal history
  • Fair Credit Reporting Act (FCRA) Assessments
  • Compliance Reviews and guidance from the AdvanStaff HR staff included.

Superior Technology Platform.
Extensive Data Sources.
Fanatical Customer Service.

The AdvanStaff HR team and advanced technology deliver fast, accurate background checks exactly when you need them. Employment and background check services integrate seamlessly with the AdvanStaff HR Applicant Tracking System for a smooth, efficient workflow.

Using a name and social security number, a past address history search retrieves information from the credit bureaus and reveals where a subject has lived in the past 3 to 7 years. The most effective way of using this tool is to take all the addresses displayed and find out their associated states and counties. Once you have this information, you can begin to run some of the most basic but powerful searches for criminal records; the county and statewide criminal searches.

CBSV is typically used by companies that provide banking and mortgage services, process credit checks, provide background checks, satisfy licensing requirements, etc. With the consent of the SSN holder, CBSV can verify if the SSN holder’s name, date of birth, and SSN match SSA’s records. CBSV returns a match verification of “yes” or “no.” If our records show that the SSN holder is deceased, CBSV returns a death indicator. CBSV does not verify an individual’s identity.

Some offenses are violations of Federal law as opposed to state or local law. Record of these crimes can be located in the US District Courts. Each state has at least one US District Court, while others are divided into as many as four districts in separate geographical regions. Federal violations generally will not appear in either a county or statewide criminal check. Only a small percentage of criminal cases are violations of Federal law. However, Federal offenses can be very severe involving kidnapping, drug trafficking, interstate transportation of stolen goods, bank robbery, and embezzlement.

National Criminal Database Our National Criminal Database is a proprietary database compiled from US court records. The data is sourced from county courts, statewide criminal databases, as well as sex offender and correctional databases. The National Criminal Database is updated on a weekly, monthly, quarterly, or yearly basis depending on the original source. Any potential records found must be confirmed using a County Criminal Records Search. Data is also included from: • Office of Foreign Asset Control (OFAC) – Limited Access • FBI’s Most Wanted Terrorist List • FBI’s Most Wanted Fugitive List • Wanted fugitive lists published by ten additional federal agencies, such as the US Department of Justice, US Customs Service, US Marshals Service, US Secret Service, US Drug Enforcement Agency, etc. • Wanted fugitive lists published by numerous state and local law enforcement agencies. We do not recommend this search as a stand alone search.

This is one of the most important tools for uncovering criminal records. Because law enforcement must report charges resulting from arrests on felonies, misdemeanors and other offenses, the county criminal search is conducted at the county level where a subject is most likely to have any information filed. This is where you will find the most accurate and up to date information. We are one of the few screening companies using actual researchers who hand-pick information from courthouses in every county in the United States. Unless otherwise specified and an additional fee is paid. We search the counties they have lived in during the past 7 years.

Searches for felonies and misdemeanors records at the statewide level in the chosen state. Some states have a comprehensive database while others do not. We do not recommend this as a stand alone search.

International Criminal Searches can be conducted in nearly any country in the world. Pricing and Turnaround times will differ drastically. Please call us for specific pricing and turnaround times.

A sex offender is typically an individual who has been convicted of a violent sexual crime such as rape, or someone who has committed a sexual offense against a child or other person. Details in the report usually include: identifiers, registered address, aliases, case numbers, charge(s), conviction details, and period of incarceration. In some state’s photographs are available.

Covers driving records in all fifty states. These reports can include records of: driving while intoxicated, revoked license, accidents, minor traffic violations. They also confrim if the individual has a valid or suspended drivers license. Because driving records are held in state bureaus and have access to all counties in the state and sometimes other states, they can be very useful for general screening purposes. Third party state fees vary from state to state.

Pre-Adverse Action Letter

When an employer receives a background verification report, or a Consumer Report, and decides not to hire the applicant based on the information in that report, they must notify the applicant before taking adverse action. Employers must provide the applicant with a pre-adverse action letter. This letter states that a decision is currently pending concerning their employment application and needs to include the following:

  • A copy of the Consumer Report and,
  • The Federal Trade Commission document “A Summary of Your Rights Under the Fair Credit Reporting Act.“

The purpose of this letter is to allow the applicant to review the Consumer Report. If the report is inaccurate or incomplete, the applicant can contact the employment background screening company, known as a Consumer Reporting Agency (CRA), to dispute the information in the report. Due to how public records are maintained, errors are possible, and cases of mistaken identification do occur. The pre-adverse action letter minimizes the possibility of an applicant being denied employment without ever knowing he or she was the victim of inaccurate or incomplete data.

Adverse Action Letter

After you have completed the pre-adverse action letter and given the applicant time to dispute the information contained in the Consumer Report, the second and final step in the process is to send the applicant an adverse action letter. This is sent if there is a denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee due to the information found in the applicant’s background check. This gives notice to the applicant that they have 60 days to obtain more information about the negative information so that if it is erroneous, the applicant can correct it.

All drug screening needs — One provider – AdvanStaff (powered by SimpliVerified)

Backed by certified labs, expert support, and 24–48-hour turnaround times you can count on, SimpliVerified makes drug testing simple and seamless — fully integrated with the AdvanStaff HR ATS and HR systems and supported by responsive U.S.-based professionals.

For compliance, speed, and convenience —
We cover every aspect of your drug testing program.

We can meet all your drug screening requirements.  Whether you require oral swabs, lab-based or instant urine testing, hair-follicle testing, immunizations, physicals, and/or random drug testing programs, we can help. 

SimpliVerified partners with the industry’s most expansive and highly regarded organizations to collect candidate drug screening samples. We have a network of over 10,000+ labs and clinics for you to choose from for your drug testing. This means that virtually wherever your candidate is located, we can find a drug testing facility within 1-10 miles of their home.

Quest and LabCorp offer a wide variety of panels that include drugs outside of the standard 5-10 panels.  We can provide options for whatever drugs your locations are attempting to capture, be granular per each location’s needs/or give all locations access to the same screening criteria.

*An MRO (Medical Review Officer) is utilized for all positive candidate results at no additional cost and is included in the standard panel rates.

AdvanStaff HR Consultants will work with you to build a comprehensive, compliance screening program to protect your business.

Verify Credentials with Confidence

Make informed hiring decisions by confirming every detail of your applicant’s background. SimpliVerified quickly verifies employment history, education, and professional licenses—ensuring your candidates are fully qualified and ready for the job.

PBSA-Accredited 
Reduce hiring risks by confirming credentials  
Verified by trusted sources 

Confirmation of the applicant’s highest level of education. We will verify institutions, dates, major areas of study, degrees earned, and transcript information. Third-party fees may apply

Draws on the previous employer’s knowledge of the applicant during the period of employment specified in the application. The information obtained by the interviewer includes but is not limited to: dates of employment, the position held, eligibility for rehire, and other comments. Third-party fees may apply

Useful for verifying professional licenses and certifications, as well as providing the subject’s professional standing with a regulatory body. Based on the information submitted, we contact the relevant licensing agencies to verify standing, dates, and any other information required for the license.

Important for affirming the applicant’s claims of dependability, integrity, and character through contact with the business and personal references.

We will provide you with a comprehensive report on your applicant, but never at the expense of their privacy. Every analyst on our team is FCRA-certified and will only review and flag user-generated content in four primary categories:

  • Racist, Sexist, or Discriminatory Behavior
  • Sexually Explicit Material
  • Threats or Acts of Violence
  • Potentially Illegal Activity

We redact all protected class information before you receive our reports, so your business doesn’t assume any discrimination or privacy risk when using our screening services.

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