WHAT YOU CAN KNOW AND WHY KNOW IT:
RISK TO OTHER EMPLOYEES, CUSTOMERS, REPUTATION, ASSETS.
Criminal history tells you what someone has done before that may be important in your operations. Violence, sexual offenses, drug abuse and theft are some issues that can expose your organization, its other employees, your assets and reputation to damage and liability. Credit problems can indicate great need. Need is one of the biggest reasons people steal. A Workers' Comp. claim history can identify a prior injury that could be aggravated by the position offered. This can increase your premium costs. Driving record can reveal alcohol abuse problems which generally result in increased medical costs, increased absence and more errors. Drug screening identifies abusers who may be a liability to other people and your operations.
RISK OF PERFORMANCE FAILURE OR EARLY TURNOVER
Use former employer references. Credit problems can indicate inability to stay on the job or concentrate on learning the job. Misrepresentation of former position and income or even education stated is a poor beginning. Use Identicheck to identify employers they exclude from their application. Driving history can indicate alcohol problems and likelihood this person is inclined to follow the rules. Psychological assessment tools, such as our Predictive Profile, can identify people who can not and will not perform tasks necessary to be successful. Drug screening identifies those whose habits can result in accidents, injuries and increased absenteeism.
RISK OF TENANT PROBLEMS.
Criminal history, including sexual offenses are a risk to other tenants. Eviction or credit problems indicate likelihood of collections or evictions.
RISK OF MISREPRESENTED IDENTITY.
If your applicant provides false identifiers ( social security,spelling of name or middle initial) you'll check the wrong person's history because they are trying to conceal problems. Identicheck or Identitrace verifies and confirms their identity. It also reveals other areas they've lived or worked and right to work.
SPECIFIC TOOLS YOU CAN USE
Identifies real social number and matches the individual with that number so you can be sure you're dealing with the real identity. Reveals other former areas of residence. Identicheck® discloses former employers.
Searching County Courthouse records at the courthouse reveals all felonies, misdemeanors, arrests and even pending trials. Federal District Court records disclose Federal offenses. Specially Designated Nationals, reveals those you can not employ or deal with. State searches can include most or all counties in the State but are databases and subject to greater error than a courthouse record search. They may or may not include misdemeanors and may or may not be up to date. A Multi-State search covers 48 States Included plus Washington DC - South Dakota and Wyoming not included. A Sexual Offender search using Multi-State also covers 50 States plus Guam, Puerto Rico, Washington DC and Australia.
It includes IDENTICHECK® procedures. The applicant's credit is usually a good indicator of how they handle responsibilities. You can also identify who can't afford the position you're offering so they're either a theft, performance or turnover risk. We save you time by summarizing the picture for you.
This reveals their sense of responsibility and their ability to follow rules. Driving history may reveal drug or alcohol problems which can affect their reliability. Also helps obtain a picture of the responsibility of younger applicants.
EDUCATION, LICENSE, DEGREES
It's been generally acknowledged that this area is misrepresented more than 30% of the time. A degree or license may be required. Certainly, the integrity of their statements is important.
We can verify their statements. This is the other frequently misrepresented area of the application. How much did they really earn? How long were they really there? We can investigate. That tells you real circumstances of their departure, skills and abilities, A disgruntled former employer or co-worker often has a lot to say. For your protection, we also inquire as to "disciplinary notices" in the former employee's file. Even a refusal to answer can protect you.
COMPENSATION CLAIM HISTORY
After you've made a conditional job offer, you're entitled to know if the position you're offering is likely to aggravate a previous injury.
This paper/pencil or on-line questionnaire returns job specific information within four hours. Their skills, interests and abilities define what they can not or will not do. If you know this and know the position requirements, you can avoid hiring errors. It is documented at over 90% accuracy and was originally developed for use by the US Government. It is the least expensive and quickest tool available, The basic procedure is used for all positions and a special format is offered for Sales and Management positions.