Hiring for any level is an investment. It’s financial resources spent upfront in the hopes that they pay off with a good candidate: writing ad copy; advertising; social media outreach; management time in engagement and conversation; brand consultants; résumé review; interviews; follow-ups with hiring managers. The list is long; the process arduous; the cost? Often as much as the first year’s salary.
At least the first part of the old adage, “Hire Slow, Fire Fast” has a great deal of merit, for the time invested in performing full due diligence in the talent-acquisition process is an investment, not an expense.
Because of the time it takes to recruit and narrow the field, employers are often in a hurry to hire, sometimes overlooking the need to protect the investment with a thorough background-checking process.
If the initial investment on a single hire is a conservative $10,000, does that investment warrant thorough vetting to determine that the next investment—salary, benefits, training—is a sound one? Does it warrant determining that that investment is not going to cost the employer in poor performance, lost productivity and customer service, tardiness, theft, or worse—legal exposure due to violence perpetrated by the individual in your workplace?
As a full-service human resource-based screening company we are uniquely qualified to obtain the background information you need on each and every candidate you intend to bring into your organization.
The truth is, criminal record searches are an important component of the due-diligence process, but not all matters of interest to a prospective employer can be found in even the most thorough of criminal record searches. For example, some employers simply choose to not report theft in the workplace, in order to protect their reputation. Or, documented incidents of violence may not be reported, yet both cases happen, with frequency, in all industries.
Reference checks are the key to a sound background checks. Many employers believe that checking references is an ineffective process, because former employers will not provide reference information, but there are two very sound reasons to attempt to obtain reference information from former employers: 1. To obtain legitimate, job-related information to support your decision, and 2. To document the employer’s efforts as a responsible employer if the former employer does not provide information.
Please contact us for a free consultation about our services and how they will enhance your talent-acquisition process.