12 Tips for Landlords – Avoid Rental Application Cons
As a landlord, you may think you’ve seen more tricks than at a dog and pony show. Forgery and fraud in rental applications may not be publicized, but it frequently happens, particularly with “mom and pop” landlords as scammers think they are the easiest to manipulate.
Those applicants who perpetrate fraud will often seek multi-family housing and typically have a bad credit score. Sometimes they have a pet or two and “forget” to inform the landlord. When people need a home, they’re almost in survival instinct mode. They may try anything to get that need met. So stay ahead of the game by following these tips.
- Ask for a photo ID and never accept a photocopy or fax of one as these can be easily faked. Ascertain the applicant is the person on the ID and not just someone with similar characteristics. Ask if the address on the ID is where they currently live, and if not, why?
- Make certain to invest in a tenant background check, specifically one that searches for criminal records. This screening reveals past problems and hints of potential future ones, such as previous fake addresses or offenses which may violate safety. A decision not to get a background check could be much costlier in the long run as it is more difficult to evict a tenant once they are in residence.
- Secure a tenant credit check. A low credit score could indicate the potential of bad pay or no pay. Worse, the tenant could skip out after leaving damages or absconding with appliances and light fixtures.
- Beware of tenants who respond to rental advertising on free sites or bulletin boards. Sure, many people respond legitimately to these ads, but it benefits you to be cautious.
- Know your rights as a landlord and the rights of potential tenants. Having this information at hand helps to verify you are within the law to refuse a tenant’s application without discrimination.
- Ask about pets. Clarify that your policy covers the inclusion of a pet from the time of move-in to vacating the lease.
- Observe the person completing the application. Do they use a “cheat sheet” or phone someone to ask for help? When finished, look over the application and ask questions to confirm the data.
- Verify past personal references. Sometimes renters use two separate phones in an attempt to respond as their own “reference,” or ask a friend to vouch for them. Landlords can place an unexpected call to the numbers to catch the fraudulent renter off-guard.
- Do a computer search of the potential renter’s name and see what comes up.
- Request pay stubs to verify income. Most companies, even the government, use electronic records. Be wary of anything that looks like a fake template. Look for typos, font changes, misaligned information, mistakes in the math, or unlikely sequencing of check numbers.
- Charge an application fee or require a deposit that can be applied to the rent. This discourages those who forge or proffer fraudulent documents.
- Check with your local police frauds department to see if they have a list of tips to share with landlords.
Perhaps the best way of all to determine a legitimate renter is to outsource your potential tenant’s background screening to Data Screening.com. Besides in-depth information that is legal and above board, you save hours of time by obtaining the credit and background checks in a single-sourced, convenient report.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
Keeping Up with New Labor and Employment Laws
Federal, state and municipal labor and employment laws changed as of late 2016 and 2017.
- Many states approved minimum wage increases with adjustments for consequent years.
- Laws concerning the medical and recreational use of marijuana were liberalized.
- Some states limited inquiries about applicants’ prior salaries to encourage pay equity.
- Some states enacted new paid sick leave measures.
Employers may be hard-pressed to keep up with what went into effect in 2016 and what is still scheduled to take effect this year.
Do these changes affect conducting pre-employment background checks?
Yes, they do! For example, the liberalization of marijuana necessitates adjustments in drug screening laws, especially those requiring periodic testing in the workplace.
These changes are not the only strong impacts. Ban the box, and the gig economy are two more trends shaping employment practices.
Wikipedia explains “Ban the Box” as:
“The name of an international campaign by civil rights groups and advocates for ex-offenders, aimed at persuading employers to remove from their hiring applications the check box that asks if applicants have a criminal record.”
This movement aligns with the Fair Chance Act which went into effect late in 2015.
WhatIs.com says “a Gig Economy” as:
“An environment in which temporary positions are common and organizations contract with independent workers for short-term engagements.”
If you are a small business, it may be time to refresh your knowledge of state and municipal laws that legally affect you. Moreover, it would be advantageous to use a reputable agency in your hiring practices. An agency such as datascreening.com keeps up with current laws and trends so that you receive the most complete, accurate and trustworthy information.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional SBackground Screeners. How may we help you today?
New Healthcare Job? Expect a Background Check with Fingerprinting
Here’s Why:
New job opportunities arise when an industry burgeons, like home health care, skilled nursing facility patient care, and behavioral healthcare.
More and more, trained and caring individuals are needed to assist the aging Boomer population, and people are answering that need. However, as one might expect, new opportunities bring new challenges. Two of those challenges are patient safety and quality of care, particularly in home and behavioral health care, and skilled nursing care.
Various state boards that govern health professions are mandated by law to ensure the people entering those fields are not only competent but also of high moral character, which means that those individuals would be honor-bound to self-disclose any concerns before licensure.
Because the term “moral character” has become archaic, other means are now required to check for issues. Several states are considering more stringent laws, including extensive employment background screenings, to oversee the requirements for workers in these fields.
These more stringent data screening requirements focus on preventing and controlling neglect and abuse of patients by healthcare workers, which, unfortunately, occurs much too frequently.
Therefore, home health care, skilled nursing facility, and mental health care professionals are often fingerprinted as part of their pre-employment background checks.
The fingerprint-based background check
Since 1999, the FBI has been using the Integrated Automated Fingerprint Identification System. It is the world’s largest fingerprint identification database though it does not contain the fingerprints of all criminals. If located in the system, convictions that took place anywhere in the United States will show regardless of the use of aliases.
Each state has different statutes regulating the need for fingerprinting healthcare professionals. More states than not require them.
So, if you have been involved in a criminal complaint, gather records from your local courthouse, check them for any misinformation or errors against the FBI fingerprint results, and reveal them to your potential employer.
Full disclosure regarding any concerns in your past will speak on your behalf toward any future healthcare opportunity.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
Tenant Screening: 7 Red Flags to Keep from Getting Burned
As a manager for rental properties, finding reliable renters is crucial for your business success and reputation. Hence, it pays to be informed or refreshed on why you should perform a thorough background check.
Remember, don’t skip the processing of applicants to save time or because the person “appears” right or offers you a tempting “deal.” People with nothing to hide don’t mind adhering to Federal Fair Housing Guidelines, but those who are ready to scam you might. Watch for these typical red flags.
- Bad Credit History
A poor credit history may be a blazing trail of potential problem tenant behavior. Unless you know of the tenant’s personal situation—such as a divorce—which has caused the applicant’s financial picture, you’d be wise to forego the deal right then. However, if the applicant’s minimum credit score falls within your parameters, and their situation warrants consideration (especially with a qualified co-signor), then forge ahead.
- Low Income
This is simple math. If the applicant’s income barely meets the monthly rental, chances are good they will default on rent. Income should exceed two-three times the cost of rent.
- Frequent Job Changes
A job hopper indicates a troubling behavior pattern. Similar to one with a bad credit history, this individual is potentially high-risk.
- Prior Evictions and Bad References
People may try to hide prior evictions or bad landlord references. Are applicant’s smart enough to pull off this trick? Not typically. One manager called to check a reference for and found it was the applicant’s friend using a different phone number and fake accent. When desperate, people will try many schemes.
- Notifications
Check if deposits were returned from prior landlords, as the lack of one being returned could indicate a future problem tenant, one who is irresponsible in keeping the property in good condition.
Also, check how much notification was given before the tenant moved out. Not giving notice within contract guidelines says a lot about the applicant.
- Cash up front
Few people request to pay deposits or rental fees by cash. Those who do could be hiding a criminal background or illicit activity. Money may talk at the onset, but there is no way to predict future problems with someone who requests to deal in cash.
- A Tax Lien
This is an obvious one. If the IRS has difficulty collecting from tenant applicants, can you expect any less?
Don’t negate your instincts when it comes to screening for a tenant. If an applicant is giving you a definite bad vibe (needy, demanding, rude), don’t second guess yourself.
Otherwise, use a legal, professional agency such as Data Screening, to assist you with a thorough background check. Learn as much as you can to protect your clients and keep your mind at peace.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
9 Tips to Reduce Liability in Hiring
An investment in knowledge pays the best interest. ~ Benjamin Franklin
Logic dictates that the more you know, the better your prospects are at growing a successful business. So why take chances when it comes to hiring? A negligent hiring lawsuit can result in astronomical costs. Even if a poor hiring choice does not result in a lawsuit, the bad publicity that can ensue could cause serious losses.
Employers should obtain a thorough understanding of a potential employee’s history and information, especially if that individual will have access to proprietary systems, personnel databases, or financial records.
According to the Society of Human Resource Management, more than 53 percent of all job applications contain false information. Doesn’t it make sense then to conduct a thorough investigation before hiring? In fact, some companies conduct periodic investigations of employees to screen individuals who they think may have committed crimes.
Criminal background checks can reveal whether an individual has a record of violent crime or theft. Background checks can also expose falsehoods on the job applications or in education. It will raise red flags to be questioned and resolved regarding minimizing the risk of hiring.
While it is important to prescreen candidates, it is equally important to adhere to the Fair Credit Reporting Act (FCRA). This law ensures an applicant must provide permission for a background check to be conducted and the subsequent right to dispute any adverse information on the report.
5 tips to reduce your organization’s hiring risk.
- Use an experienced, vetted agency such as Data Screening to conduct background checks and perform necessary due diligence.
- Establish criteria to evaluate the pre-employment information.
- Develop internal policies and mandates to promote a secure and safe work environment.
- Follow all laws and regulations including the FCRA and all release forms.
- Eliminate subjective decisions and ensure periodic screenings as deemed providential.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
Hiring with Missing Information – A True, Compelling Story
If you think you don’t need to run a thorough background check using a competent data screening agency, you may change your view once you consider this true story.
A few years ago, an experienced and established data screening agency ran a background check on a potential candidate for hire. The agency uncovered a criminal record. The candidate had previously been convicted of assault and was sentenced to anger management classes. As a result, the candidate lost the job opportunity.
When the candidate discovered the data screening agency exposed his record (which was the right thing to do for the client), he showed up at the agency, unannounced and quite upset.
Later, the agency discovered the same candidate applied at one of their client’s competitors. The competitor did NOT run a thorough background check. It only did fingerprinting. Since the outcome of the fingerprinting takes up to three weeks, the competitor hired the candidate and put the person to work without a clue about his criminal record.
Fingerprinting is good in some ways. It captures a large area but has a long turnaround time. Additionally, more than 50 percent of the cases identified by fingerprinting lack final dispositions of the cases.
Due to kindly intervention – when the agency’s client found out about the candidate being hired by another company, they told the agency, who then contacted the hiring company – a potentially harmful situation was avoided.
But isn’t it best to have all information to weigh before making a decision? Why not connect with an agency like Data Screening, that will provide the accurate and complete results you need?
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
5 Ways to Identify Fake IRS Calls
It’s exactly three weeks until the filing deadline and due date for Federal Income Tax Returns. As the rush for last-minute filers builds, so does the numbers of fake IRS calls. Of course, fake calls happen all year long. In fact, anyone with a phone can receive a fake IRS call.
The voice says something like . . . “This is an automated call from the IRS for (insert formal first and last name here). We are putting a lien on your property, bank accounts and credit…” and it goes on.
Can you imagine the shock of hearing the first part of the message especially if all previous taxes have been paid and all personal accounts are in good standing?
Yikes! It’s enough to take one’s breath away.
But go ahead and breathe . . . the IRS does NOT do business this way. Nor does the IRS use unsolicited email, texts or social media in a dispute.
In fact, the IRS offers these 5 easy tips to spot suspicious calls for consumers.
While scammers might do these things, the IRS will not.
- Call to demand immediate payment or about owed taxes without first sending a bill through snail mail.
- Demand payment without an opportunity to question or appeal of the owed amount.
- Require you to use a specific method of payment.
- Request credit or debit card numbers over the phone.
- Threaten to bring in law enforcement to arrest you for nonpayment.
What you should do if you receive a call like this:
- First, if you might owe taxes, call the IRS at 1.800.829.1040 and resolve the situation with an IRS professional.
- Second, if you don’t owe taxes, report the incident to the Treasury Inspector General for Tax Administration at 1.800.366.4484
- Third, you may file a complaint using the FTC Complaint Assistant.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
9 ID Scams to Be Aware of For Job Hunters
If you are among those who hire the unemployed and expect applicants to respond to your job ads using the Internet, be discerning about the personal information you request them to release. You don’t want to put good candidates at risk.
Identity theft is not just a scam for the holidays nor credit card holders. Horror stories abound of people who were searching for jobs only to find their personal information appropriated by noble-appearing but illegitimate reps.
Case in point
One person (let’s call him John), was contacted by a human resources director in response to a job posted on a major job board. At first glance, everything seemed genuine.
He forwarded information the rep requested for an extensive background check as “part of the interview process.” John included all personal information they wanted—bank accounts, Social Security number, and even his mother’s maiden name—only to learn he had been scammed.
Now, John wasn’t a foolish individual. He was experienced and savvy. All the indicators pointed to a real job from a real and well-known company. (Remember, scammers are very good at what they do.) But on a closer examination, clues evidenced.
What was unusual?
The rate of urgency to supply the personal information. And the blanket and general response when the individual called to follow up. The HR rep played to John’s emotional need to find a good paying job quickly at his caliber of experience. Further, the offer was “put through” without an official interview.
While the fraud was reported, it was too late for John. He was had. It mattered little to John that the job board reported they were working with the FBI to investigate fraudulent job listings.
At a minimum, the job board should have included an obvious privacy disclaimer and required agreement for anyone using it. So, there should be hope for future applicants.
However, it’s true; there is always some risk of exposure when you put information online.
If you serve job applicants, remind them of these tips for good measure.
Tell them:
- Never to put a social security number online unless the site is certified secure.
- To be mindful of the information included in an online resume.
- Be aware of the email address to whom messages are sent. If the address looks like a private email, that’s a red flag.
- An authentic human resources representative would always request information via the company, not through an extra-company channel.
- Are words and names spelled correctly within the message? Are there typos or missing words? Is it punctuated correctly?
- Does the information sync with the company’s information? Check the phone number area codes and addresses.
- Is the tone of the email too informal? Are there awkward sentences?
- Does the job request use a secure link for replies?
- How reputable are the job board’s privacy and security practices?
Remember, use data screening agencies to reduce fraud
There is much less opportunity for fraud when a company uses a data screening agency for its background checks on candidates. Some HR professionals use outside sources such as Applicant Tracking Systems and background screening systems that require an individual to enter personal information. However, when outside sources are used, the sites have been configured to be secure.
For example, if you outsource your candidates’ background screening to Data Screening.com, you will receive in-depth information as well as counsel as to what steps you may take regarding the report. Plus, everything is legal and above board.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
What Is Revolving Credit and Why Could It Be a Problem?
As a real estate office or property management firm, credit screening becomes essential for considering prospective mortgagees or tenants. Unless the applicant is purchasing the home as an investment with trust funds or as a cash transaction, details about financial history prove whether the potential buyer can likely be trusted with a mortgage, to make the commitment of continued payments over years to come.
However, some applicants have real trouble with revolving credit, and their credit report will show how well they handle this type of credit. If they have a healthy credit report, the chances are they will pay back the mortgage. If their credit report is questionable (borderline), then they may have to provide more information to convince the lender.
Both installment and revolving credit are paid back to the lender in lump sums.
Installment credit is paid in equal amounts per month on the total sum which is determined when the loan is approved. Also, the total of the loan remains the same until paid in full. Think of a car loan, and you will understand.
Revolving credit, though, is issued as a total amount, but how much is expended and paid per month is up to the borrower. As the borrower spends against the total, s/he makes payments, and the total available “renews.” Credit cards are an example of revolving credit. So is a HELOC (homeowner’s equity line of credit). For an equity line of credit, the applicant pays a “commitment fee” as well as interest expenses as long as the line is open or until the terms are fulfilled, and the loan is paid.
Of course, credit card debt is not the sole place a potential buyer can get in financial trouble, but it is often a deep pit. If the applicant is not careful, revolving credit can cause damage to a credit report, particularly if only a minimum amount is paid and the interest is accruing. And it can take years to eradicate the debt and rebuild good credit standing.
A firm such as Data Screening.com can provide accurate and current information on any applicant’s creditworthiness. Cash flow concerns will be evident as will a complete financial picture. Then a real estate office or property management firm can approach a rental decision with confidence.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?
What Is Negligent Hiring?
When a company brings a new staff member on board, that employee becomes an “agent” of the firm. However, should that new worker subsequently cause harm to a co-worker, client, or third party, the employer may be liable for a claim of negligent hiring.
Negligent hiring says the employer should have performed more due diligence when screening that worker before hiring. If properly done, the due diligence may have revealed that the worker just brought on board should, instead, have been disqualified from consideration.
It is valuable to note that companies can be caught in a difficult position.
While organizations wish to use background checks and criminal checks as part of their due diligence processes, there are two issues that can arise during the screening process.
First, screenings are not foolproof. Occasionally, some mistakes in databases are made, and lawsuits prevail on the web describing some of these cases. One particular case occurred a decade ago when a school bus driver was drinking and driving while on the job. He crashed the bus which led to the loss of lives.
Second, while companies do not wish to hire dishonest or dangerous people, they also must be careful in their due diligence screenings not to discriminate, as racial minorities have disproportionate conviction rates. Complying with the EEOC is also required.
Though no one can prevent an unhappy litigant from filing a lawsuit, every organization can record its efforts of how the due diligence process occurred. Screening policies should be in place that provides a thorough investigation into the details pertinent to employment. Those policies prove best when reviewed by a legal professional, or when a firm such as Data Screening is used.
Data Screening can provide due diligence screenings via a variety of criteria. Their services cover legal aspects as well as customized information to preclude negligent hiring claims.
About DataScreeening.com
Data Screening is a Certified Women’s Business Enterprise that has offered business-to-business employment and tenant screenings to human resource professionals and business owners, including staffing companies, for two decades. Among other organizations, they are members of the New Jersey Staffing Alliance, the Society for Human Resource Management and the National Association of Professional Background Screeners. How may we help you today?