Sample FASTscreen
How you get the Edge: You can customize the report to your hiring criteria that empower hiring managers to make decisions consistent with your expectations and needs ensuring consistency. One example is an applicant that admits being fired from a previous job. You can establish the FASTscreen disclosure alert to exclude candidates that have been fired from a specific number of jobs and based on another number establish mandatory interviews requiring documented explanations. Our exclusive biographical admissions based questionnaire system not only provides customization for greater flexibility and consistency, but we can add specialized biographical questions for either select positions or for all your applicants. We have 320 versions of FASTscreen with thousands of validated biographical based questions that will help you create a program around your needs and expectations.
FASTscreen® Report.
SecurTest, Inc.®
(813) 888-8000 ● (800) 445-8001 ● customerservice@securtest.com
CONFIDENTIAL DETAILED REPORT
| Date: | January 2, 2007 |
| Applicant: | JOHN BAD APPLICANT |
| Employer: | xxxxxxx455 |
| Location # | HQ |
| Report #: | 77777710 |
| Version: | ONLINE-648 |
| Hiring Status: | STOP |
STOP THE HIRING PROCESS! ONLY SENIOR MANAGEMENT IS AUTHORIZED TO INTERVIEW THIS APPLICANT DUE TO THE SERIOUSNESS OF THE DISCLOSURES.
APPLICANT MADE NO MISTAKES ANSWERING THE QUESTIONS. THEREFORE, ATTEMPTING TO EXPLAIN AN ADVERSE DISCLOSURE BY CLAIMING A MISTAKE WAS MADE IS INCONSISTENT AND UNACCEPTABLE.
The following is the CONFIDENTIAL REPORT based on the applicant’s responses to FASTscreen. The information contained in this report is intended to be legally privileged and confidential. It contains highly sensitive information that should not be disclosed outside your authorized management team.
FCRA EXEMPT: This report is based on the applicant’s admissions and not on information covered by the Fair Credit Reporting Act. Thus, it is part of the employment application and need not be disclosed to the applicant in accordance with the FCRA.
SPECIAL SECURTEST HIRING GUIDELINES
There are special procedures relating to FASTscreen by SecurTest, as outlined in the User’s Guide. The following signatures are required below before this applicant is hired to insure proper review.
OVERALL PREVIEW: **** DISCLOSURE ALERTS (AVOID) ****
STOP!
DO NOT proceed with the interview of this applicant. If the applicant is to be considered for employment, a senior manager or authorized manager is required to conduct the SecurTest Interview using this report and the listed interview questions. The interviewing manager must write the applicant’s answers to each question on the report and follow the SecurTest Policy for hiring.
Do not make an offer of employment to this applicant without authorization by the designated senior executive(s). Conduct a structured interview to obtain explanations and additional information regarding the adverse disclosures contained in this report if you wish to consider this applicant for employment. Structured interview procedures can be found in the User’s Guide and at the end of this report. Answers by the applicant coupled with other background investigation steps should be considered before making an offer of employment.
(X) ________________________________________________
Senior Manager’s signature required for employment authorization
_____________________________________________(Printed Name)
____________________________________(Title) _________ (Date)
You should interview the applicant about any negative disclosures. The lack of ALERTS is not an overall hiring recommendation.
EXECUTIVE LEVEL DISCLOSURE ALERT
STOP! The applicant’s disclosures exceed normal hiring authority. DO NOT INTERVIEW THIS APPLICANT and discontinue the hiring process unless you are authorized to conduct the structured SecurTest interview.
ONLY ASK THE FOLLOW-UP QUESTIONS IF YOU ARE STILL CONSIDERING THIS APPLICANT FOR EMPLOYMENT OR WANT TO CONFIRM THE ADMISSIONS AFTER REVIEWING THIS REPORT.
ABILITY TO ADMIT COMMON MISTAKES
**** ACCEPTABLE RESPONSES ****
The responses given in this section indicate that the applicant gave answers suggesting common imperfections in his or her background. This would indicate that any negative disclosures elsewhere in this report are accurate revelations. THIS SECTION IS NOT A MEASUREMENT OF DECEPTION OR HONESTY.
CRIMINAL HISTORY
**** ADMISSIONS ****
TOTAL FELONY CRIMES COMMITTED IN THE LAST 2 YEARS [DISCLOSURE ALERT]: 5-9
LONGEST NUMBER OF MONTHS SPENT IN JAIL FOR A CRIME THE APPLICANT ADMITS COMMITTING [DISCLOSURE ALERT]: 50-74
THE APPLICANT IS ON PROBATION OR PAROLE FOR A CRIMINAL CONVICTION [DISCLOSURE ALERT].
THE APPLICANT HAS PENDING CRIMINAL CHARGES IN COURT [DISCLOSURE ALERT].
THE APPLICANT REPORTS TO A PROBATION OR PAROLE OFFICER [DISCLOSURE ALERT].
THE FBI, POLICE, OR LOCAL COURTS CHECK WILL REVEAL THE FOLLOWING NUMBER OF FELONY CONVICTIONS [DISCLOSURE ALERT]: 3
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID THAT YOU HAVE COMMITTED FELONY CRIMES IN THE LAST 2 YEARS. WHAT TYPES OF CRIMES DID YOU COMMIT?
_________________________________________________________________________________________
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YOU SAID THAT YOU HAVE SPENT TIME IN JAIL FOR A CRIME YOU COMMITTED. WHAT YEAR WAS THIS AND WHAT WAS THE CRIME?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT YOU ARE ON PROBATION OR PAROLE. HOW LONG WILL YOU BE ON PAROLE OR PROBATION? WHAT ARE YOU ON PROBATION OR PAROLE FOR? WHAT IS THE NAME OF YOUR PROBATION OFFICER?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT A CRIMINAL HISTORY SEARCH WILL REVEAL A CONVICTION RECORD. WHAT HAVE YOU BEEN CONVICTED OF? WHEN WERE YOU CONVICTED? WHAT HAPPENED?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT YOU HAVE A CRIMINAL CONVICTION RECORD. DETAIL YOUR RECORD FROM THE FIRST TO THE LAST CONVICTION. (USE ADDITIONAL PAGES AS NEEDED.)
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT CURRENT CRIMINAL CHARGES ARE PENDING AGAINST YOU IN COURT. WHAT WERE THE CHARGES? WHEN ARE YOU SCHEDULED TO GO TO TRIAL? WHAT HAPPENED? WHAT DID THE POLICE SAY YOU DID?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
POSSESSION OF WEAPONS IN THE WORKPLACE HISTORY
**** NO ADMISSIONS ****
ILLEGAL DRUG HISTORY
**** ADMISSIONS ****
NUMBER OF TIMES PER AVERAGE DAY THE APPLICANT HAS USED MARIJUANA IN THE LAST MONTH: 1 [DISCLOSURE ALERT].
NUMBER OF TIMES THE APPLICANT HAS USED ILLEGAL DRUGS, EXCLUDING MARIJUANA, IN THE LAST MONTH: 2 [DISCLOSURE ALERT].
THE APPLICANT HAS USED AN ILLEGAL DRUG AT WORK IN THE LAST MONTH [DISCLOSURE ALERT].
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID YOU HAVE RECENTLY USED AN ILLEGAL DRUG. WHAT DID YOU USE? (DO NOT ASK QUESTIONS THAT MIGHT REVEAL ANY HISTORY OF SUBSTANCE ABUSE TREATMENT OR REHABILITATION.)
_________________________________________________________________________________________
_________________________________________________________________________________________
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THEFT HISTORY
**** ADMISSIONS ***
TOTAL TIMES THE APPLICANT HAS BEEN FIRED FOR STEALING: 1 [DISCLOSURE ALERT].
TOTAL AMOUNT OF MONEY STOLEN FROM WORK IN THE LAST 24 MONTHS: 25-49 [DISCLOSURE ALERT].
TOTAL ESTIMATED DOLLAR VALUE OF ITEMS STOLEN FROM JOBS IN THE LAST 2 YEARS: 75-99 [DISCLOSURE ALERT].
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID YOU HAVE BEEN FIRED FOR STEALING. WHAT WAS THE NAME OF THE COMPANY AND WHEN WERE YOU FIRED? WHAT DID YOU TAKE? HOW MUCH DID THE EMPLOYER SAY YOU TOOK?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT YOU HAVE STOLEN MONEY FROM WORK IN THE LAST 24 MONTHS. WHEN WAS THE LAST TIME AND HOW MUCH DID YOU TAKE?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT YOU HAVE TAKEN THINGS FROM WORK. WHAT KINDS OF THINGS HAVE YOU TAKEN OVER THE LAST 24 MONTHS?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
JOB DISMISSALS AND TURNOVER HISTORY
**** ADMISSIONS ****
TOTAL TIMES THE APPLICANT HAS BEEN FIRED FOR HAVING PROBLEMS GETTING ALONG WITH OTHERS IN THE LAST 5 YEARS: 1 [DISCLOSURE ALERT].
TOTAL NUMBER OF JOBS FIRED FROM IN THE LAST 5 YEARS: 5 [DISCLOSURE ALERT].
THE APPLICANT HAS BEEN FIRED FOR VIOLENT BEHAVIOR [DISCLOSURE ALERT].
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID THAT YOU HAVE BEEN FIRED FROM JOBS IN THE LAST 5 YEARS. EXPLAIN WHEN, WHERE AND WHY.
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT YOU HAVE BEEN FIRED FOR VIOLENT BEHAVIOR. EXPLAIN WHEN, WHERE AND WHAT HAPPENED?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
VIOLENCE HISTORY
**** ADMISSIONS ****
THE APPLICANT HAS BEEN FORCED TO LEAVE A JOB FOR THREATENING TO KILL A CO-WORKER [DISCLOSURE ALERT].
IN THE LAST 24 MONTHS TOTAL NUMBER OF TIMES THE APPLICANT HAS STRUCK SOMEONE, OTHER THAN DISCIPLINING HIS OR HER OWN CHILDREN, WITH AN OBJECT OUT OF ANGER: 3 [DISCLOSURE ALERT].
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID THAT YOU HAVE BEEN FORCED TO LEAVE A JOB FOR THREATENING TO KILL A CO-WORKER. WHAT HAPPENED?
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
YOU SAID THAT IN THE LAST 24 MONTHS YOU STRUCK SOMEONE, OTHER THAN DISCIPLINING YOUR CHILDREN, WITH AN OBJECT OUT OF ANGER. WHO DID YOU HIT AND WHAT HAPPENED?
_________________________________________________________________________________________
_________________________________________________________________________________________
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WORKPLACE HARASSMENT AND SEXUAL HARASSMENT
**** ADMISSIONS ****
TOTAL TIMES SOMEONE HAS CLAIMED THE APPLICANT SEXUALLY HARASSED THEM AT WORK [DISCLOSURE ALERT]: 4
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID SOMEONE HAS CLAIMED YOU SEXUALLY HARASSED THEM AT WORK. EXPLAIN WHO COMPLAINED AND WHAT HAPPENED.
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
DISCRIMINATION OF PROTECTED EEO GROUPS
**** ADMISSIONS ****
NUMBER OF TIMES THE APPLICANT HAS REFUSED TO HELP A CUSTOMER BECAUSE OF HIS OR HER RACE IN THE LAST 12 MONTHS [DISCLOSURE ALERT]: 1
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID THAT YOU HAVE REFUSED TO HELP SOMEONE AT WORK BASED ON THEIR RACE IN THE LAST 12 MONTHS. WHAT CAUSED YOU TO DO THIS?
_________________________________________________________________________________________
_________________________________________________________________________________________
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WORKERS COMPENSATION FRAUD AND SAFETY HISTORY
**** ADMISSIONS ****
THE APPLICANT HAS LIED ABOUT BEING INJURED ON THE JOB IN THE LAST 2 YEARS [DISCLOSURE ALERT]:
**** INTERACTIVE INTERVIEW NOTES ****
YOU SAID THAT YOU LIED ABOUT BEING INJURED ON THE JOB IN THE LAST 2 YEARS. EXPLAIN.
_________________________________________________________________________________________
_________________________________________________________________________________________
_________________________________________________________________________________________
LEGAL RIGHT TO WORK
ACCEPTABLE: The applicant has and will present the required documentation. Only use the following information if you have made or will make a formal offer of employment. ALWAYS CHECK I-9 DOCUMENTATION and follow your policy.
UNITED STATES TERRORIST WATCH LIST
**** NO ADMISSIONS ****
The applicant claims to not be on the U.S. Terrorist Watch List.
TAX CREDIT ELIGIBILITY
This section though not used to make hiring decisions helps identify applicants that may be eligible for a tax credit.
**** LIKELY ****
MATH AND ALPHANUMERIC RECOGNITION SKILLS
This section, though not used to make hiring decisions, unless math and alphanumeric recognition skills are required functions of the job, helps identify applicants that may be able to work at particular job assignments.
SCORE: 88% = B
ABSENTEEISM HISTORY
**** ADMISSIONS ****
THE APPLICANT HAS BEEN LATE TO WORK OVER 30 MINUTES IN THE LAST 12 MONTHS THE FOLLOWING NUMBER OF TIMES: 1.
NUMBER OF TIMES IN THE LAST 24 MONTHS THE APPLICANT HAS FAILED TO SHOW FOR WORK WITHOUT CALLING IN: 4. [Caution: Chronic Absenteeism History].
CONCENTRATION, COMPREHENSION AND CONSISTENCY
This section determines the applicant’s ability to follow the FASTscreen instructions and answer questions consistently with comprehension and not randomly.
RANDOM CHECK: ACCEPTABLE
COMPREHENSION: ACCEPTABLE
SecurHomeland
ACCORDING TO THE APPLICANT, AN FBI, POLICE, OR LOCAL COURTS CHECK WILL REVEAL THE FOLLOWING NUMBER OF FELONY CONVICTIONS [DISCLOSURE ALERT]: 3
Accuratized Criminal History Search Using SecurHomeland: We have the only copyright protected patent pending criminal history authentication system. We validate and authenticate over 300 million instantly available criminal conviction records and other FCRA reports using SecurHomeland.
STRUCTURED INTERVIEW STEPS
DO NOT INTERVIEW THE APPLICANT IF SO INSTRUCTED ON PAGE 1. Follow these guidelines when interviewing the applicant:
1. ASK THE INTERACTIVE INTERVIEW QUESTIONS contained in each section ONLY if you wish to continue to consider the applicant for employment.
2. Neatly print the applicant’s answers to the listed inquiries. Use additional pages with the applicant’s name written at the top of the page and attach to this report.
3. Never suggest that the applicant made a mistake.
4. Be direct in your questioning.
5. MAKE A STATEMENT OF FACT, i.e. You said in SecurTest that you were fired from two jobs.
6. Ask OPEN-ENDED QUESTIONS that begin with who, what, where, when how, and sometimes why. Ask questions that seek additional information or explanation, i.e. What jobs were you fired from? What would they say was their reason for terminating your employment?
7. Believe the FASTscreen+ report since it is based on the applicant’s self-disclosures.
8. REMEMBER TO OBTAIN ALL AUTHORIZED SIGNATURE(S) WHEN REQUIRED.
9. Do not give a copy of this report to the applicant, as the applicant should be referred to SecurTest when requesting a copy of the report.
Please call our Customer Service Department if Pou have any questions about this report or need assistance. As always, we are committed to quality service and questionnaire excellence.
SecurTest, Inc.
VERSION: 648 v.2006
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