Vetting All Hires
Every hire, regardless of the level, is a financial transaction and investment.
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.
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?
Our Services
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.
- Verifications of Employment and Academic or Professional
- National and Local Criminal Record Searches
- Driving Record Searches
- Substance Abuse Testing
- Electronic Fingerprinting
- Address History and SS# Searches
- Sanction Searches through the Office of the Inspector
- General Reference Checks
Employers, boards of directors, and investors have fallen victim to individuals who misrepresent their credentials, employment histories, and successes.
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.
2. To document the employer’s efforts as a responsible employer if the former employer does not provide information.