Business professionals know the importance of having a through pre-employment screening program in place, but how to have such a program may be confusing. To get right to the point, outsourcing to a licensed private investigation agency that specializes in pre-employment screening is the new idea. "WHAT? Aren't PIs the folks who hide in shadows wearing a trench coat? Forget the persona of private investigators seen on TV. In reality we are held to a much higher standard set by the laws of our states governing the profession. A licensed private investigator who specializes in pre-employment screening has taken the steps to become a CRA, has access to private databases that are FCRA, DPPA, and is HIPPA compliant. With out these, little can be done to screen the applicant except contact a past employer with out running the risk of violating the applicant's civil rights.

What should be included in a screening? First, all personal information on the application should be verified. It is estimated that as many as 33% of all applicants omit or falsify information on the application such as date of birth, or social security number.
A COMPLETE nationwide criminal and sex offender search must be completed as well as a search of civil records. The applicant's driving record is important, especially if applying for a job where he/she will operating any vehicle. Current and past employers should be contacted as well as references and education institutions. Once all of the information is gathered, the investigator should put the results in to a report you can easily understand to make a informed hiring decision. Clearly to complete this list requires specialized training, knowledge of federal and state laws, access to private databases, and can be very time consuming...time you and your HR department could put to better use.


To get more information or if you have any questions, visit our web site at http://www.goldshieldli.com.