Pre-Employment Screening

Your Houston Area Source of Reliable Employment Screening Solutions

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You Thought You Hired

Know Your Staff!

Only The Best Candidates Are Good Enough for Your Business

Preemployment screening is the best way to limit losses that may be caused by employees preemptively. It’s been documented that 75% of employees who steal from their employers have previous criminal convictions which were not known to their employer when they hired the individual.

Corporate Losses Can Be Prevented

If most 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 schemes, some companies have even suffered lawsuits for negligent hiring and retention which only serves to exacerbate the problem.

What Level of Background Investigations Are Best For Your Business?

There are numerous options for organizations looking to vet potential employees based on the security risk of the position. Background investigations can be conducted at a basic level for production workers and non-salaried employees while 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.

If your company or firm is based in the Houston, TX region and in need of assistance ensuring that you’re bringing the right people into your fold, contact Gradoni & Associates immediately at 281-440-0800.

Comprehensive Background Checks

Gradoni & Associates Offers a Wide Variety of Screening Options

Background Investigation & Pre-Employment Screening Reports

The type of information that can be obtained during background investigation can be breathtaking. If the investigation is conducted by a firm who knows how to access actionable 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.

But in Reality You Got

But in Reality You Got

  • Criminal History
  • Civil Litigation History as Plaintiff or Defendant
  • Marriages & Divorces
  • Business Ownership
  • Liens & Judgments
  • Bankruptcies
  • Education Verification
  • Past Employment Verification
  • Social Security Number Verification
  • Driver’s License Verification & Driving 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

The Hiring Process

Most hiring processes begin with a standardized application that’s used to gather basic historical information about an applicant which includes the traditional “who, what, when and where” kinds of questions which has little to do with that the applicant might be able to do for your company.

An Application or Résumé Shouldn’t Be Trusted

In some situations, you may 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. due-diligence

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. Trickery by applicants can be countered by background investigations conducted by Gradoni & Associates.

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 15 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 using the 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 factual information that can be used to make a solid decision.

Assessing prospective employees for integrity and ethics should be an important step in the selection process. In order to assist our clients we’ve 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 of our corporate clients upon request.

Gradoni & Associates

2611 Cypress Creek Parkway #C100
Houston, TX 77068

MAP TO OFFICE

Toll Free: 800-803-9186
Local: 281-440-0800
Fax: 281-440-0208

THE TRUTH MAKES A DIFFERENCE

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