Conducting Preemployment Reference Inquiries And Background …

Writen by L Scott Harrell

Reference and background inquiries allow an employer to verify information provided by the applicant. Companies who make proper and judicious appliance of the information gathered as a result of a thorough background investigation typically reduce exposure to employee fraud, theft, embezzlement, turnover, unqualified employees, indifferent hiring claims and violence in the workplace.

The following are the most important aspects that makeup a background investigation. Additionally, how the information can be used to significantly reduce employee difficulties and employment litigation is also discussed:

EMPLOYER REFERENCES-
Checking past employers is used primarily to verify information provided by the applicant on resumes and applications such as dates of employment, job title, compensation, reasons for disconnection, and re-hire status. With even a small footing of information provided by a exceeding or current employer, you may be able to gauge an suitor’s skill, ability and honesty or perhaps areas such as attendance problems, violent behavior, and manageability.

· Required element in the defense of negligent hiring claims (regardless of whether or not the reference shares information).

EDUCATION VERIFICATION-
An important integrity check. Surveys hint that for the reason that many as 1 in 3 resumes and applications contain inaccurate education assertions and that more than 500,000 Americans have bought their academic degrees. This area contains the second highest rate of inaccuracy, behind salary. This check verifies education commiserate through position requirements.

· This is one of the easiest checks to pursue.

· This may include industry specific certifications and other non-degree-oriented training.

PERSONAL AND PROFESSIONAL REFERENCES-
Similar to screening employer references and famous for gaining an insight into some personality traits of the applicant.

· Addresses of friends and family that are in other states, or are otherwise a onerous distance away, may also indicate that the candidate had lived in that area. This is important regarding criminal record checks.

DEPARTMENT OF MOTOR VEHICLE REPORTS-
May verify the type, status, validity, and restrictions of the applicant’s driver’s license. Can also be used to verify accusation provided by the candidate such as current address, date of birth and give a permit endorsements.

· Essential if the applicant will press with violence on company time or use company vehicles.

· May designate a history of substance abuse.

· Required element in the defense of negligent hiring claims.

SOCIAL SECURITY NUMBER TRACE-
A specialized story that may indicate a social security number’s importance or uncover aliases and other people using the same number. Generally includes a candidate’session current and previously reported addresses for comparison to any application.

· Previous addresses should be used in the criminal history check.

· Required element in defense of negligent hiring claims.

CRIMINAL BACKGROUND CHECKS-
Make a thorough criminal background stop. It is not uncommon for employers to be sued for an employee’s illicit acts. Do not check arrest histories, only records of criminal convictions. Compare to application to determine a candidate’s honesty. You should not instantly disqualify a candidate for convictions, unless they are not included on the application. Convictions must recent and job related (i.e. driver suitor with a DWI conviction or a retail aspirant convicted of shoplifting or theft).

The transgressor background control is outline in considering a candidate’s character, moral soundness, history of violent behavior, and suitability for the job. It is best to visit the appropriate county’session Clerk of Court criminal records office in person but you can also reach them by phone, fax, computer or put in the post-office.

· Past performance is indicative of future results.

· Required element in the defense of inattentive hiring claims.

· If you should find information that causes you not to hire an self-guided, keep a original for your records.

PRE-EMPLOYMENT CREDIT CHECK-
Also called a PEER relation by companionable repute reporting bureaus. This report is similar to a standard consumer credit report. It may contain secured and unsecured loan, revolving credit (credit card) and other debt information, as well for the reason that requital history. It may include information from public record sources such as judgments, liens, and bankruptcies.

· Used to gauge a aspirant’s fiscal responsibility and financial pressures.

· May also include information from the inferior expensive Social Security Trace.

FEDERAL AND STATE LICENSE VERIFICATION-
Used when an candidate must have a license for the job. Verifies the validity, type and condition of required licensing.

· Complaints and administrative actions regarding licensed individuals may also be advantageous.

· Required element in the defense of indifferent hiring claims.

HONESTY, ATTITUDE AND PERSONALITY TESTING-
Although not a background or reference investigation, these tests have a limiting place in the pre-hire process. These surveys gauge a candidate’s posture regarding honesty, ethics, substance abuse, reliability, work and supervisors.

· These test typically cost between $6-$10 by means of aspirant.

· Over 45% of Fortune 100 Companies use half face testing at some level in their organization.

DRUG SCREENING-
Again, tests for the use of illicit drug exercise also have a definite place in the pre-hire suit. Many studies have linked medicine use in the workplace to higher than average losses. According to one such study, the mean proportion theft incident per employee with a substance addiction is 6.3 epochs higher than to the average theft incident committed by a non-addicted employee. OSHA has recently re-released information indicating that employees in companies with drug screening programs are 4 times less likely to have job related accidents, equating to greater productivity and profits.

· Required first steps in the defense of negligent hiring claims (especially when employees cause mechanism, drive on company present life or use company vehicles).

Keep in mind, the results from these reports must be compared against granted information in order to measure an applicant’sitting honesty. Hiring a unfair candidate is none a good decision.

There are many more sources for background and reference investigations than have been included here; a licensed private investigation agency specializing in pre-employment investigations may have being able to co-operate with you identify and hold good any additional needs.

As in altogether aspects of the hiring process, federal and state laws may restrain how you use or share information obtained while conducting these and other checks; always maintain documentation generated as a result of these reports.

Furthermore, all positions do not need every check or screening process included; for example, a waiter’s position in a restaurant may not warrant the expense of a credit stop, motor vehicle report or psychological profile testing.

Some Important Considerations:

· All employers should seriously consider a large drug-screening program.

· Any time a state or federal license is required with regard to the position, a license attestation counter must be completed.

· Background investigations for jobs requiring access to cash, financial records, and valuable merchandise (jewelry, arms, electronics, etc.) should include a pre-employment credit curb, with check-ups performed semi-annually.

· Department of Motor Vehicle Records should be checked semi-annually.

· Criminal Background checks should be completed formerly a year.

· Additional investigation components should be verified when an employee is promoted.

There are many other checks and resources available to the public that can be used to uncover possible sources of fraud, theft, and dishonesty. The components listed above are the most usual elements of a background inquiry and are not meant to exist an exhaustive study. The services of a able investigations company should be sought to discuss additional options.

L. Scott Harrell is the author of Truth or Consequences: Hiring for Integrity, a manual which completely and accurately describes proven pre-employment hiring strategies and interviewing skills developed from 14 years of continued as a private investigator and principal of CompassPoint Investigations.

More information regarding Hiring for Integrity and other effective hiring practices can be found via his website: http://www.HiringProfessionals.com

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Posted by admin August 2008

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