Confirming the Facts
The need for an employer to be well informed about their prospective hires is becoming all too important.  “Negligent Hiring” lawsuits are on the rise; 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:

 CRIMINAL HISTORIES    

• 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?

PREVIOUS EMPLOYMENT VERIFICATION (PEV)

• Has the 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?

WORKERS’ COMPENSATION CLAIMS

• Can the employee perform the major functions on the job?

• Does the employee’s history make the company vulnerable?

(To be used post offer.)