Does anyone know if Covidien uses a third party for employment background checks? If so, who? Any other advice on the background check process would be helpful. thanks!
They do use a 3rd party by the name of Certiphi. Covidien's applicant system will email you so you may get access to the offer letter to sign and the new hire package with comp plan, full application that needs to be filled out, etc. You accept and up load everything online. 7 years is how long they go back for driving check, etc. Drug test must be done by LabCorp within 48 hours of acceptance. The tell you that in the initial email after you verbally accept the offer from the manager. Once everything comes back you will be good to go. Rule of thumb is if anything goes wrong you will be notified by either the recruiter you went through, the hiring manager or HR within 96 hours after you complete and submit the application package. If you hear nothing after that you are 99% in the clear. To be safe contact the hiring manager before you put your notice in. Unless you outright lie or try to hide a conviction, dui, pop positive on the drug test or something it's really an easy process. Just be honest and it's smooth sailing.
Just be prepared to sign a no-Compete.. If you aren't in a Right to Work state, that can be a killer if they can you or you leave and you want to stay in that segment
What are they looking at? In my experience everyone does different background checks. Do they contact all past employers? Motor vehicle check? Criminal check? Degree verification? Credit check. I have had some just run my driver license and some check everything. Id be interested to know what a large company like covidien does.
If they checked everything, they would have known about some VP DUI deals .. Guess they didn't spot those
Uh.. It's called preemployment background check.. Not about whether you drive. Character issue.. Oops, there's the rub, character doesn't matter there..They just choose to puck and choose whom to apply it for..old boy network.
Drug test within 48 hours, DMV check for speeding, DUI, etc. Verification of employment, 4 year college degree, if military, verification of discharge as general discharge or above from DD-214. They also call the professional references given by the candidate. Anything that comes back different than what was put on the application gives them the option of pulling the offer. Biggest one to overcome is the DUI or anything that shows a DUI may have been pleaded down. Employment verification can ussually be cleared up because it's normally the start or stop date that is usually a typo. Big thing to remember is make sure the resume matches LinkedIn as everyone is using that to verify before even starting the interview procees. People are now closing small gaps by extending dates, which will be caught during the background check or taking out that short stint at a company on the resume so they don't look like they jump around but still had it on LinkedIn. It's all about consistency so make sure all of your ducks are in a row. Some even go out to snoop around in the hospitals to get a feel for whether or not you have any enemies, bad blood within the hospitals/surgeons you will be calling on. Missed appointments, not be in cases, etc. They want to know as much as possible before hiring.
do you think they (or any company) check start/stop dates from 15 years ago? I was thinking about tweaking a stop date and extending it 8 months to fill a gap. or do you think they will just look at the last 2 places you worked? thoughts?
So if I have a DUI from 4-5 years ago that is no longer on my DMV report (which goes back 3 years), am I still a viable candidate? Does the company provide a car allowance option?
No car allowance option it's compay car only. The problem is they ask if there are any convictions in the last 7 years which technically there is for you. If you say no and they dig up the DUI somehow, offer can get pulled due to you lying on the application and hiding a DUI. I was under the impression it stays on record for 7 years based on another employee working for them. If you say yes you can explain it away with the help of the manager most of the time since it is 4 or 5 years ago. It just drags in a few more steps with HR. If you are going through an outside recruiter I would reccommend telling them so they can discuss it with the hiring manager and explain your scenario once it is set that an offer is coming to you.