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Cobb County, a major suburb of Atlanta, has a population of about 760,000. Adjacent counties include Bartow, Cherokee, Douglas, Fulton, and Paulding. Significant regional employers include General Electric, Lockheed Martin, and The Home Depot. Once a commuter community for Atlanta but now an economic center in its own right, Cobb County records expansive growth—and a correspondingly high level of job demand.
Cobb County-based businesses have an opportunity to tap into that demand, identifying the most talented workers efficiently. In seeking to reduce time to hire, however, businesses must avoid cutting corners. Frequent new arrivals to the county all but guarantee that some unsuitable individuals will apply for your open positions. How can you discern which applicants are trustworthy?
By deploying a well-conceived strategy for vetting via criminal background checks, businesses can achieve greater confidence in every hire.
Smart hiring should include a review of all aspects of an applicant, including whether they have a criminal record and, if so, what it contains. Employers may exercise discretion based on the information that they uncover only if they make all their decisions within the boundaries of non-discrimination statutes.
Where should a business begin? Start at the county courthouse. Uncovering a record of relevant local criminal activity may disqualify an applicant based on the job role and the other factors. Using Cobb County court records is a simple and effective way to begin pre-employment vetting.
What if your search doesn’t return any records? Don’t stop there—it’s no guarantee that your applicant hasn’t committed a crime somewhere else. By transitioning to regional and national background checks, your business allows a clearer picture to emerge.
Take care to observe all relevant laws when undertaking employee vetting. Georgia does not use a “ban the box” law to restrict when or how an employer may inquire into an applicant’s criminal history, so federal law provides the primary guidelines for Cobb County businesses to follow. Such statutes include the Civil Rights Act, which defines employment discrimination, and the FCRA, which offers applicants specific protections—for example, applicants must grant their consent before a business can check their backgrounds.
Once you are set up with a procedure and a legally compliant framework, it’s time to begin searching criminal records. Use the backgroundchecks.com county-level criminal record search to gather the first facts in your investigation. When you’re ready to move to the next stage, search records nationally via our US OneSEARCH. For hiring one or one thousand workers, our tools scale with ease.
Each of these products relies on data from state and local authorities with no affiliation to backgroundchecks.com. Data is subject to change. For hiring sensitive job roles, we offer on-site courthouse record searches upon request to gather the most current information available. We deliver these results within three working days.
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