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
(To
be used post offer.)
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