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Providing Solutions For: |
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BACKGROUND
VERIFICATION The need for an employer to be well-informed
about his prospective hires is becoming all too important.
"Negligent Hiring" lawsuits are on the increase, resumes
exaggerate credentials, sensitive positions are sought out
by less-than-trustworthy individuals. Most companies must
experience the deceit, or worse yet, a lawsuit, before they
take action... before they confirm
the facts. |
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| Criminal History | Are your employees placed in a
position of trust? Do your clients place trust in your service? Are you vulnerable to the public? Could you be sued for negligent hiring practices? |
| Motor Vehicle Records (MVR) |
Does the employee drive a company car? Is he/she asked to run a company errand? Must the employee drive between locations or meetings? |
| Education Confirmation |
Does the job require a degree? Are credentials important to your credibility? Is he/she one of the 30% that exaggerate their education? |
| Credit Link | Will this employee have cash-handling responsibilities? Is valuable equipment accessible to this employee? Does the job allow for access to leased/rented properties? Will the employee manage other people's property? |
| Previous Employment Verification (PEV) |
Has this applicant stretched the employment dates? Does this applicant have the experience he/she claims? Do your managers make the proper attempt to confirm PEV, or is it too much of a hassle? |
| Name Link | Has this applicant used an alias? Did the applicant use another name to deceive employers? Are there discrepancies in the social security number? |
| Workers' Compensation Claims History (WCC) |
Can the employee perform the major functions of the job? Does the employee's history make the company vulnerable? (To be used post-job offer, during the medical review process.) |