One of the most important hiring processes a company can utilize is pre-employment screening.

•  51% of resumes, applications and/or references contain inaccurate information.
•  40% of the time there are fraudulent representations on education and employment.
•  Up to 10% of all applicants have a criminal record within the last seven years.
•  The cost of a thorough background check is less than one day’s pay for an average employee.

These are startling facts, but nonetheless not ones to be overlooked.  Negligent hiring is an employer’s failure to exercise reasonable caution when choosing an employee. Increasingly, today, courts are holding employers financially and legally responsible for illegal or violent actions taken by employees who were not subjected to reasonable pre-employment screening.

Thorough candidate background checks help protect your company from expensive "negligent hiring" lawsuits, employee theft, embezzlement, and workplace violence.  It is completely legal to base a hiring decision on background search information as long as you are not discriminating based on sex, age, race, etc.

Regardless of the job you are filling, accepting a candidate’s statement on good faith alone is dangerous. Here are several steps to take in screening every applicant you are serious about:

•  Never take resume/application information at face value. Always verify the education and employment information that has been given and extend the employer reference checks beyond the applicant’s most recent employer to the last three to five years.
• Search for an applicant’s criminal history. Employees prone to criminal activities tend to commit the same crimes repeatedly.
•  A consumer credit report can provide evidence of excessive spending, legal judgments, and delinquent accounts.

Thorough and complete pre-employment screens are critical in finding the right talent for your company. 

To establish a pre-employment screening policy, contact your Sequent Personal Service Team.