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Hartford County, home to Connecticut’s state capital, contains about 900,000 people and anchors a minor metropolitan area. Adjacent counties include Litchfield, Middlesex, New Haven, New London, and Tolland in Connecticut and Hampden County in Massachusetts. Hartford’s primary industries are healthcare and insurance with key regional businesses that include Aetna and United Healthcare.
Hartford is also home to several major universities. These schools, combined with the concentration of corporate headquarters in the region, frequently draw new arrivals to the area who are in search of work. Area businesses benefit from increased competition for open positions, and talent rises to the top, but not every individual is a good fit for every organization. Determining who should make the team and who does not align with a company’s values requires a comprehensive approach to applicant vetting.
It is difficult to assess an applicant solely based on a resume or interview. While these steps reveal some information, they offer no verified details about a person’s past. Your business needs to run a criminal background check to secure that information. Whether it is a legal requirement or a best practice, companies must develop and implement a procedure for using background checks effectively.
The foundation of such a process is a reliable resource for detailed information on an applicant’s background. The ideal starting place is Hartford County’s court records. Do these records tell the story of an individual who may pose a genuine risk? Serious offenses on a local record may mean that you need to move on to other applications. However, a lack of data on this local level doesn’t mean the end of your search: you must also consider the bigger picture by looking for records from a candidate’s previous places of residence.
There are legal aspects to consider when using these tools. Connecticut has a “ban the box” rule governing the hiring practices of private businesses state-wide. The rules forbid criminal history inquiries on applications and before an initial interview. Employers also cannot disqualify individuals with a certificate of rehabilitation on the sole basis of their criminal history. Your business must observe federal rules, including the Civil Rights Act and the FCRA, and applicants must provide consent for you to order a background check.
After taking steps to ensure the legality of your procedures, you can order your first background reports. At backgroundchecks.com, we’ve created powerful tools to provide you with all the information that you require. First, check an applicant’s local record with a county-level background check, searching Hartford County court data. Next, use our US OneSEARCH for a detailed look into the applicant’s background in Connecticut, Massachusetts, and farther afield.
These reporting tools source data from state and local databases that are unaffiliated with our services. Data is subject to change. For urgent or high-risk hiring, we furnish direct record searches at the county courthouse via local court runners. Results are available within three business days.
These reports include data from the:
These reports may contain a subject’s:
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