Know Your Staff!
Preemployment screening is the best way to limit losses that may be caused by employees before it happens. It’s been documented that 75% of employees who steal from their companies have previous criminal convictions which were not known to their employer before they were hired.
Had these employers conducted a sound background check, with the assistance of an experienced private investigator, most cases of employee theft and embezzlement schemes might not occur.
In addition to financial loss resulting from internal theft, some companies have even suffered lawsuits for negligent hiring and retention.
Background investigations can be conducted at a basic level for production workers and non-salaried employees.
Comprehensive background investigations would be recommended for applicants being considered for management positions or positions in which access to high-value data or goods will be afforded.
Information Gradoni & Associates Provides
The type of information can be obtained by utilizing a background investigation can be breathtaking. If the investigation is conducted by a firm who knows how to access the information you’ll have enough data to make an educated decision. The details and findings that may be included in a comprehensive report from Gradoni & Associates are listed below.
- Criminal History
- Civil Litigation History as Plaintiff or Defendant
- Marriages / Divorces
- Business Ownership
- Liens / Judgments
- Education Verification
- Past Employment Verification
- Social Security Number Verification
- Driver’s License Verification / History
- Residential Address History
- Police Calls for Services at Related Residences.
Assessing prospective employees for integrity and ethics should be an important step in the selection process. In order to assist our clients in vetting potential employees we’ve put together a manual that covers the steps of the employment and application process.
The manual includes suggestions for the application, citing what you can and cannot ask an applicant, specifics of conducting criminal history background investigations, the verification of the applicant’s personal identifiers, and how to identify and analyze the clues a deceptive applicant may present.
For a copy of the manual, or to enlist the assistance of Gradoni & Associates, call our office at 281-440-0800.
“When employers hire people they also hire the person’s personal values.”
The Hiring Process
Most hiring processes begin with a standardized application that’s used to gather basic historical information about an applicant which includes who, what, when and where kinds of questions – much of this has little to do with what he or she might be able to do for your company.
An Application or Résumé Shouldn’t Be Trusted
In some situations you may also have a resume to work with, which may be the product of a professional resume writer. As a whole, you must question the quality of the information you’ve been given to consider. Experts tell us that more than half of applicants lie or exaggerate on their applications and resumes, but the potential employer recipient of this information doesn’t know which part is the truth or the lie.
The Problem with References
You may choose to check references, but unfortunately reference checking is prone to all of the same flawed information you receive on applications. Sometimes its hard to reach references which makes the already time consuming process, more-so. A serious argument could be made that this antiquated process has little useful information to aide you in making the best decision.
Professional studies suggest that 63% of all hiring decisions are reached in less than 5 minutes of interview time. The next 25 minutes spent does not change or improve the decision. It has also been established that interviewers have less than a 15% chance of identifying lies from application information in an interview.
Demographic variables, such as age, race or gender tend to influence interviewer judgments. Once an interviewer makes up his mind they are extremely resistant to change. Conducting a background investigation on your potential candidate will provide you with some factual information.
Assessing prospective employees for integrity and ethics should be an important step in the selection process. In order to assist our clients we have put together a manual that covers the steps of the pre-employment and application process, including suggestions for the application, citing what you can and cannot ask an applicant, specifics of conducting criminal history background investigations, the verification of personal identifiers of the applicant and how to identify and analyze the clues a deceptive applicant may present.
Our “The Hiring Process” manual is available to any corporate client.