[Interviewing Techniques]

Pre-employment checking is absolutely vital these days, even for the smallest company. 

Employers are constantly faced with the costly possibilities of: 

1. Resume fraud or misrepresentation of qualifications 
2. Candidates with hidden criminal backgrounds 
3. Candidates with hidden records of drug/alcohol abuse 
4. Other types of misrepresentation or deceit. 

Among the painful-to-contemplate possibilities: loss of business due to incompetence, theft of merchandise or inventory, embezzlement, damage to reputation, lost customers or even lawsuits from customers who've been harmed and who claim hiring negligence. 

A basic check typically involves most or all of the following: 

• Verifying the candidate's identity 
• Checking the candidate's references and former employers 
• A criminal background check (usually covering the past several years) 
• Checking the candidate's name and social security number against public records 
• Verifying educational background and professional/occupational licenses 
• An MVR check 

Depending on the circumstances the following additional checks may also be advisable:

• Pre-employment credit check
• Workman's compensation records check 
• Drug test [A testing lab's services needed; cost: usually about $200.] 
• Employment psychological test [A psychologist's services needed; cost: usually about $100.] 
• In-depth interviewing/reference checks.  Click here for a note on Interviewing Techniques. 

Want to learn more about pre-employment screening?  Read our free ebook,
Pre-Employment Screening Kit. 

Note:  Your pre-employment report must adhere to FCRA requirements and applicable state employment background check laws.