Onboarding
Onboarding That Checks Every Box — and Every Background
Summary
Streamlines new-hire verification processes and ensures compliance with employment eligibility laws. Used across all industries for workforce compliance.
Typical Industries: Corporate enterprises, government agencies, staffing firms, retail, hospitality.
Typical Org Level: HR teams, compliance officers, hiring managers, operations directors.
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This government powerhouse compares I-9 information against Department of Homeland Security and Social Security Administration records for quick, decisive employment eligibility results. CIChecked's status as an E-Verify Designated Agent means you can skip the mandatory hours-long government tutorial and navigate the often confusing "no match" situations with expert guidance. Unlike traditional pre-employment checks, this system can only be used post-hire, making it the perfect complement to your earlier identity verifications.
Say goodbye to stuffed filing cabinets and hello to CI's streamlined digital I-9 system that eliminates paper-based headaches while keeping you federal-compliant. CI's improved interface transforms the clunky government E-Verify system into something you might actually want to use. The system stores all documents electronically, making compliance checks a breeze instead of the nightmare they used to be.
FAQs
Find answers to your most pressing questions about our background screening services.
Focus: Confirms employment eligibility through the Department of Homeland Security.
Considerations: Required for federal contractors and many private employers.
Recommendation: Ensure compliance with employment eligibility regulations.
Contact a CIChecked Background Screening Expert for more information.
Other Services Offered:
- Electronic I-9 & E-Verify Services: Ensure employment eligibility compliance.
For more details, visit CIChecked’s Onboarding Solutions.
Focus: Verifies the identity and employment authorization of individuals hired for employment in the United States using documentation approved by the Department of Homeland Security.
Considerations: All U.S. employers are legally required to complete and retain Form I-9 for each employee hired, regardless of citizenship status.
Recommendation: Implement electronic I-9 management and periodic internal audits to maintain compliance, reduce errors, and prepare for potential government inspections.
A: Great question—and no, they’re not the same, though they work hand-in-hand.
- Verification means we confirm what the candidate claims to be true. For example, if someone says they earned a degree from NYU, we contact the registrar to verify that information is accurate. Same goes for employment history, professional licenses, and references.
- Validation means we confirm what exists, even if the candidate didn’t tell us. For example, a Social Security Number (SSN) validation tells us if the SSN is valid, when and where it was issued, and if it’s been linked to any known aliases or suspicious activity—even if the candidate didn’t disclose those details.
Think of it this way:
- Verification = confirm what’s claimed
- Validation = uncover what’s real
Using both ensures you’re hiring based on facts—not just a polished resume.
Other Products & Services
Background Screening Without the Runaround—Let’s Make It Simple.
Too many gaps, too much guesswork? We streamline compliance, cut costs, and deliver clarity. Let’s talk.