Pre-Employment Backgrounds
Are You Hiring Trouble?
Reviewing an applicant's resume, contacting applicant-supplied references and personally interviewing an applicant may not give you a clear picture of the applicant at all.Why?
Various studies show that 22-25% of all resumes contain misleading information. The following describes frequency:
Another disturbing fact is that 500,000 men and women in the U.S. are estimated to have secured phony credentials (degrees, diplomas, certificates) to secure employment.
A Pre-employment Background Check is the only way to safeguard against hiring a troublesome employee - someone who may not only be unqualified for your job but perhaps prone to inappropriate behavior, disrupting your workforce, engaging in fraudulent activities or theft.
A Pre-employment Background Check is conducted to:
- Independently confirm information the applicant presents to you, and
- Discover information the applicant has not revealed to you.
This kind of screening can turn into more than a full-time job of paperwork management, phone calls and follow-up. Or, you can out-source this step to save staff time and money while simultaneously receiving greater expertise and protecting yourself from negligent hiring lawsuits.
Conduct your Pre-employment Background Checks Quickly and thoroughly with RNI
Since 1981, RNI has helped businesses make informed hiring decisions. The contacts, experience and professionalism of RNI can make the difference between hiring an honest, hard-working employee and "hiring trouble."
RNI uses professional investigators, not clerks or secretaries, to conduct pre-employment background checks. With RNI, findings can be interpreted, not merely reported.
When an in-person visit to the source of information is justified, RNI is ready. Some counties do not allow mail or telephone inquiries. In these instances, even some well-known national firms cannot perform an on-site inquiry which may develop important information about your job applicant's character.
Unfortunately these "No Record Found" reports are seldom explained, are misleading and put you the employer, at risk.
Non-Management Checks include:
- Address History and Social Security Verification
- Credit History
(provides insight into how someone conducts themselves financially) - Driving History (Helps indicate fitness to drive company vehicle and conduct)
- Certificate/Degree Verification
- Resume Verification (Prior employment contact may reveal workers' comp claims etc.)
- Court Record Checks
(relevant to the applicant's character) - Disability Compensation Checks
- Criminal Conviction History Record Checks
Management Checks include all of the above, plus:
- Interviews with former co-workers and managers for details about performance, competence and reputation.
- Neighborhood interviews for information regarding reputation and character.
- Contacts with sources of information in the community who may want to remain anonymous, but who may have knowledge of the applicant's reputation. These sources may include local police, former coworkers or public officials.
Optional:
- DBA (Assumed name certificate)
- Property Ownership - Tax Payment Schedule, Tax Liens
- Federal Court Checks
- Local Police Report Checks
- Vehicle Ownership