Background Checks & Recruitment

Background Checks

About 1CERT

1Cert is a secure, centralized credential verification platform designed to help organizations verify credentials, manage compliance, and reduce risk with confidence.

Built for high-trust and regulated environments, 1Cert replaces manual checks with real-time verification, clear audit trails, and secure data management, helping organizations ensure individuals meet site-specific requirements before access is granted.

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Credential Verification Made Simple

  • Centralized management of people, sites, and credential requirements
  • Real-time dashboards and verification status
  • Role-based access for administrators, managers, and auditors
  • Enterprise-grade security with clear audit trails
  • Scales from individual verifications to enterprise-wide workflows
  • Trusted by organizations worldwide, 1Cert helps teams stay compliant, reduce administrative burden, and make confident credential decisions.

iNISIGHTS

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Frequently Asked Questions: Criminal Record Checks

While a criminal record will not necessarily preclude hiring a potential candidate, it does help provide employers with a more comprehensive picture of the person they are hiring. It can help reduce liability, keep employees and the public safe and ensure you are hiring the right person for the job.

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6 Best Practices For Background Checks

6 Background Check Best Practices

Having trouble finding qualified candidates? Bad hires can cost you — consider these 6 best practices to ensure you’re onboarding solid additions to your team.

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FAQs

There are several notable differences between these programs; however, simply put, a DOT drug (or alcohol) test is a test done under DOT authority on a DOT-regulated employee, meaning that person is in a safety-sensitive position. Conversely, a non-DOT drug or alcohol test is typically done under an employer’s authority. The employer can decide which employees they want to test; they do not have to perform particular duties to qualify. Additional differences include testing policy, scope of testing, type of specimens used, and prohibited and required conduct.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

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