Protect yourself and your business with employee background checks

There are no magic balls or mystics that can tell you that any candidate will act in the way that everyone predicts. You simply cannot predict the future behavior of any individual based on their past or present actions.

For example, if you hire a young man with an impeccable track record, fantastic references, a higher education from an Ivy League university, he or she would generally be delighted. It would seem that you have hired an ideal worker who can be set up for success.

However, this is only an educated guess about its behavior. While this young man might seem like the last person to cause any kind of trouble at work, he could be an angry time bomb. In fact, anyone can have deep psychological or psychiatric problems that have not yet surfaced. All he can do is follow his instincts and take advantage of the possibilities when it comes to recruiting and hiring new staff.

Don’t risk it, check them all

In addition to the standard and comprehensive background checks, there are other screening options that bosses might consider adding to their weapons cache. Drug testing will help keep illegal drugs and alcohol out of your workplace. This gives you a method to ensure that your workers do not risk the lives and safety of themselves and their co-workers.

You can even include integrity tests in your pre-employment screening process. Companies that focus on background checks are also able to do credit and tenant checks; they can find out if the prospective worker has ever been kicked out; and they can check the name against those on state sexual predator registries.

If you include all of these different selection procedures, you will actually have done your best in trying to select a fair and trustworthy worker.

Background checks don’t lie, but people do.

Instead of judging people at face value, you can add another level of security to the workplace by insisting that a comprehensive background check be added to the pre-employment process. These checks provide more detailed information than the basic verification procedures contain.

These types of security actions can protect your company from legal action if a worker proves to be a danger to himself and those around him. Having documented background checks of a comprehensive nature is evidence that you went the extra step in trying to create a safe work environment for your people.

Some companies that focus on vetting and employee screening techniques can show companies just how efficient and inexpensive these processes can be. You can rely on your company’s internal HR staff to determine background checks on potential employees.

The biggest drawback is that it will take much more time compared to the simplified detection systems developed by experienced professionals in the company. These extra hours that your regular staff have to do the job will also cancel out any potential savings that might have resulted.

Job applicants get low marks for honesty

Up to 50% of all potential employees have embellished and exaggerated their previous job accomplishments, as well as their work-related responsibilities.

More than 25% of all job applicants will lie or misrepresent when asked if they have any type of past legal charges or history.

As many as 30 percent of all job applicants will put blatant falsehoods on job applications.

Up to 75% of all job applicants will include some form of lies, exaggeration, embellishment, or misleading information that is included specifically to make the applicant appear more qualified.

While fraud is connected to virtually [*FR2] Of all the new businesses that fail, and insider theft of workers is a much higher possibility these days, it’s helpful to remember that over 90% of thefts at work will involve a person who definitely doesn’t have any sort of criminal record. .

Up to 30% of all professional resumes have at least one statement that is a blatant lie or gross exaggeration of the actual facts.

Approximately 90% of the CVs that are sent to companies are composed and prepared by people other than the candidate.

More than 60% of all job applicants will relate to their SAT scores, GPA, and writing skills.