With a population of 940,000, Fairfield County is Connecticut’s most populous county and the home of four of the state’s largest cities. Nearby Connecticut counties include Litchfield and New Haven. Fairfield borders the New York counties of Dutchess, Nassau, Putnam, Suffolk, and Westchester. Once an industrial center, Fairfield today serves as the headquarters for multiple companies, including Charter Communications and Pitney Bowes.
Fairfield’s appeal to corporations and proximity to New York City give it a vibrant employment market that sees its fair share of fresh faces applying for work. For employers, the high number of job-seekers makes it easier to find individuals with the appropriate talent and experience. However, they must take specific steps to ensure that these new hires will be dependable, safe additions to the team. Pre-employment vetting is the key to the process.
How do you know that an individual is a trustworthy choice? A resume and cover letter can’t tell you much about his or her past. For that, you’ll need a fast and thorough criminal background check. Whether you need to run a background check to meet a legal requirement or just to cover your bases, the right procedure makes a difference.
You need to know where and how to look for information. Rather than relying on applicants to tell you the whole story, consult local records maintained by Fairfield County courts. Do the records reveal an extensive criminal record or evidence of a serious and recent crime? Sometimes, this first step lets you know that it’s time to move on from an applicant, but in most cases, you will need to continue to the next vetting steps. Few people live in one place forever–with the right tools, you can see if your applicant has a relevant record elsewhere, too.
You cannot take full advantage of the capabilities of background checks if you do not understand how to use them legally. Connecticut has a statewide “ban the box” law that stipulates employers may not ask about arrests or convictions on job applications. You must wait until the initial interview to conduct a background check. Individuals with a certificate of rehabilitation cannot be disqualified based on their past convictions alone.
Employers must also observe the anti-discrimination rules laid out in the federal Civil Rights Act and the FCRA. Before conducting a background check, you must receive the individual’s consent.
Upon assuring your compliance, you can start vetting applicants who’ve reached the appropriate stage of the process. With backgroundchecks.com, the vetting procedure is simple: use our county-level background check to start your search in Fairfield County, then try the US OneSEARCH to include adjacent counties in both Connecticut and New York.
These reports use information pulled from state and local databases that are unaffiliated with backgroundchecks.com, and the information may be subject to change. For critical hires or sensitive positions, our direct county courthouse searches will furnish the most up-to-date information within three working days.
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