Pre-employment Screening- 4 WC blog 59
Background Checks-4
Who Are The People In Your Office Space? Background Checks Can Ease Employee Concerns
I remember a certain children’s show when I was little that I loved. It had puppets and people interacting and having fun. It had educational lessons, I learned about counting from a friendly vampire and episodes were “brought to you by the letter (you fill in the blank)…” . There was catchy music that caught my attention too, one song was about “rubber ducky” and the other was about “Who are the people in your neighborhood?” As I have grown over the years, I still recall these memories, but I have changed the words to the “Who are the people in your neighborhood song” to fit my time as a Loss Prevention Manager. My version goes something like, “A criminal is a person in your company, in your company, in your c-o-m-p-a-n-y, oh a criminal is a person in your company, a person that you meet each day!” I changed the words to fit my day so sometimes it was a criminal employee and other times a shoplifter. However I re-worded the song, it always made me laugh. I kind of do that to myself, much to the chagrin of my wife (she does not think I am as funny as I think I am). While this is funny to me, there is an element of truth to it. Who ARE the people in your company? Who is that person sharing an office space with their co-workers? Did you conduct a pre-employment screening of your staff members before bringing them on board? If so, how thorough was that screening or background check? If not, you need to ask yourself what you really know about that person.
I know what you are thinking, “I don’t need to have anyone do background checks on my employees, I called their references before I hired them”. I have a couple of concerns I would like to point out about this strategy. First, if the reference was a former employer most employers today can only confirm if an employee worked for them and what dates they worked there. They may tell you if the employee is rehireable or not. In order to avoid legal issues most employers will not discuss the quality of the employees work or workplace issues they may have had while employed. All you are left with is a very innocuous report that tells you little about your prospective new hire. Are the references you called personal references? OK, let’s be serious for a moment, are the personal references you have on your resume people that may not like you or have worked with you and would not have good things to say? How are you sure you aren’t calling the prospective employee’s mom (not too many mom’s out there are going to bad-mouth their kid)? An employee background check done professionally will uncover criminal history, verify school or education information, and validate employment history and addresses. A pre-employment screening may also be used to get driving record information if the employee would be in the position to have to drive a company vehicle or even use their own car in the execution of their job responsibilities.
If you still aren’t convinced of the need for pre-employment screening, let me share one case in which an employer is involved in a lawsuit, in part, for failing to conduct a background check that resulted in one employee injuring another. From an article in Littler.com, by Jennifer Mora, September 16, 2015, “State Appellate Court Considers Employer’s Duty to Conduct Criminal Background Checks”, the writer reports on a case in which a temporary staffing agency placed a plaintiff in a supervisory position at a rice mill and he was assaulted one night by another worker who had been hired by the staffing agency who had become insubordinate and assaulted the plaintiff. The plaintiff suffered damage to his teeth and shoulder. The article goes on to say that the allegation against the staffing agency is that they failed to conduct a background check on the assaulting employee. The assaulting employee stated in pre-employment paperwork he had never been convicted of a felony, but his criminal record reflected prior misdemeanor convictions which included assault.
By conducting employee background checks you don’t have to wonder, “Who is the person in your neighborhood?” Sing another tune like, “Happy days are here again”. Keep your workplace safe and avoid possible legal problems. Look into the benefits of background checks.
For more information on background checks, contact us or call 1.770.426.0547
I remember a certain children’s show when I was little that I loved. It had puppets and people interacting and having fun. It had educational lessons, I learned about counting from a friendly vampire and episodes were “brought to you by the letter (you fill in the blank)…” . There was catchy music that caught my attention too, one song was about “rubber ducky” and the other was about “Who are the people in your neighborhood?” As I have grown over the years, I still recall these memories, but I have changed the words to the “Who are the people in your neighborhood song” to fit my time as a Loss Prevention Manager. My version goes something like, “A criminal is a person in your company, in your company, in your c-o-m-p-a-n-y, oh a criminal is a person in your company, a person that you meet each day!” I changed the words to fit my day so sometimes it was a criminal employee and other times a shoplifter. However I re-worded the song, it always made me laugh. I kind of do that to myself, much to the chagrin of my wife (she does not think I am as funny as I think I am). While this is funny to me, there is an element of truth to it. Who ARE the people in your company? Who is that person sharing an office space with their co-workers? Did you conduct a pre-employment screening of your staff members before bringing them on board? If so, how thorough was that screening or background check? If not, you need to ask yourself what you really know about that person.
I know what you are thinking, “I don’t need to have anyone do background checks on my employees, I called their references before I hired them”. I have a couple of concerns I would like to point out about this strategy. First, if the reference was a former employer most employers today can only confirm if an employee worked for them and what dates they worked there. They may tell you if the employee is rehireable or not. In order to avoid legal issues most employers will not discuss the quality of the employees work or workplace issues they may have had while employed. All you are left with is a very innocuous report that tells you little about your prospective new hire. Are the references you called personal references? OK, let’s be serious for a moment, are the personal references you have on your resume people that may not like you or have worked with you and would not have good things to say? How are you sure you aren’t calling the prospective employee’s mom (not too many mom’s out there are going to bad-mouth their kid)? An employee background check done professionally will uncover criminal history, verify school or education information, and validate employment history and addresses. A pre-employment screening may also be used to get driving record information if the employee would be in the position to have to drive a company vehicle or even use their own car in the execution of their job responsibilities.
If you still aren’t convinced of the need for pre-employment screening, let me share one case in which an employer is involved in a lawsuit, in part, for failing to conduct a background check that resulted in one employee injuring another. From an article in Littler.com, by Jennifer Mora, September 16, 2015, “State Appellate Court Considers Employer’s Duty to Conduct Criminal Background Checks”, the writer reports on a case in which a temporary staffing agency placed a plaintiff in a supervisory position at a rice mill and he was assaulted one night by another worker who had been hired by the staffing agency who had become insubordinate and assaulted the plaintiff. The plaintiff suffered damage to his teeth and shoulder. The article goes on to say that the allegation against the staffing agency is that they failed to conduct a background check on the assaulting employee. The assaulting employee stated in pre-employment paperwork he had never been convicted of a felony, but his criminal record reflected prior misdemeanor convictions which included assault.
By conducting employee background checks you don’t have to wonder, “Who is the person in your neighborhood?” Sing another tune like, “Happy days are here again”. Keep your workplace safe and avoid possible legal problems. Look into the benefits of background checks.
For more information on background checks, contact us or call 1.770.426.0547
Employee Background Checks – 3 WC blog 46
Pre-employment screening-4
Pre-Employment Screening Provides Profit Protection
In a recent blog I wrote about clothing security and referenced the 2015 Global Retail Theft Barometer. In the report they discussed the causes for increased shrink in garment specialty stores. Part of the increase was attributed to a decrease in spending on retail anti-theft devices within this segment of the retail industry. Another factor the researchers found was employee theft being a major cause for shortage. This applied to all retailers, including clothing stores, the focus of my earlier article. According to the report, employee theft accounted for 45% of all shrink in North America amounting to $16.56 billion dollars. It was noted that, “The primary reasons for employee theft were weak pre-employment screening procedures, reduced associate supervision, increasing part-time work force (especially during peak winter season) and easy sale of stolen merchandise.” (GRTB page 52). In this article I want to focus on employee background checks. Do you complete pre-employment screening before you hire a new member to your staff? If you aren’t, what is it costing you in terms of shortage and theft by not learning more about the person you are allowing to join your team?
Without doing employee background checks you have no idea who the person is that you are suddenly empowering with access to cash registers, merchandise or more importantly, other employees and customers. A solid pre-employment screening will let you know if a prospective employee has a criminal history they are attempting to hide from you. You can also learn if the candidate has declared bankruptcy or what their payment history has been. A good background check company will also run a sex offender registry check on a person. Whatever your business is, you are serving others and, like it or not, their safety and security is your responsibility.
I worked closely with our Human Resources Manager during my years as a Loss Prevention Manager. I know our company did background checks, I saw applicants turned down after a background check came back with a discrepancy. I also know that during the fourth quarter we started our seasonal hiring process and the number of temporary employees we brought on board could not have had the same level of scrutiny as those hired during the remainder of the year. Often these were the employees we ended up apprehending for theft during the holiday season. In many instances, after I would catch someone stealing and interview them I would learn about financial situations that should have been caught in a more detailed pre-employment screening. Especially during the holiday season I remember a number of different employees I caught stealing and how often I would find out an employee had creditors they were trying to pay off. Bills looming over them along with the desire to provide gifts for the holidays often contributed to people justifying why they committed their crimes.
It was not uncommon for me to catch employees during the holidays stealing merchandise by passing items to a relative or friend. I caught my fair share of employees stealing over the years, but I remember the cases that were most troubling to me were those involving young mothers. I recall one employee I apprehended who was stealing children’s clothing and toys and passing them to a relative by not ringing them in the register. During my interview of the employee, she admitted she had been out of work for some time prior to getting the job with our store and was behind on bills. She was stealing in order to provide gifts for her baby for Christmas. I don’t know whether a more thorough employee background check would have caught something in this young woman’s history that might have prevented her being hired in the first place. I do know that she was hired in our fourth quarter hiring rush and went to jail. I will never know if we accounted for every loss she caused the store, certainly we accounted for most, but how much loss is “okay” for a business? That is a question you need to ask yourself.
I tell this story because it fits exactly into the research results of the Global Retail Theft Barometer. My case was probably more than 10 years ago, but employee theft continues to grow and businesses are hurt as a result. Don’t take a chance on hiring the wrong people. Let a background check company help you preserve your reputation and profits.
For more information on pre-employment screening contact us or call 1.770.426.0547
In a recent blog I wrote about clothing security and referenced the 2015 Global Retail Theft Barometer. In the report they discussed the causes for increased shrink in garment specialty stores. Part of the increase was attributed to a decrease in spending on retail anti-theft devices within this segment of the retail industry. Another factor the researchers found was employee theft being a major cause for shortage. This applied to all retailers, including clothing stores, the focus of my earlier article. According to the report, employee theft accounted for 45% of all shrink in North America amounting to $16.56 billion dollars. It was noted that, “The primary reasons for employee theft were weak pre-employment screening procedures, reduced associate supervision, increasing part-time work force (especially during peak winter season) and easy sale of stolen merchandise.” (GRTB page 52). In this article I want to focus on employee background checks. Do you complete pre-employment screening before you hire a new member to your staff? If you aren’t, what is it costing you in terms of shortage and theft by not learning more about the person you are allowing to join your team?
Without doing employee background checks you have no idea who the person is that you are suddenly empowering with access to cash registers, merchandise or more importantly, other employees and customers. A solid pre-employment screening will let you know if a prospective employee has a criminal history they are attempting to hide from you. You can also learn if the candidate has declared bankruptcy or what their payment history has been. A good background check company will also run a sex offender registry check on a person. Whatever your business is, you are serving others and, like it or not, their safety and security is your responsibility.
I worked closely with our Human Resources Manager during my years as a Loss Prevention Manager. I know our company did background checks, I saw applicants turned down after a background check came back with a discrepancy. I also know that during the fourth quarter we started our seasonal hiring process and the number of temporary employees we brought on board could not have had the same level of scrutiny as those hired during the remainder of the year. Often these were the employees we ended up apprehending for theft during the holiday season. In many instances, after I would catch someone stealing and interview them I would learn about financial situations that should have been caught in a more detailed pre-employment screening. Especially during the holiday season I remember a number of different employees I caught stealing and how often I would find out an employee had creditors they were trying to pay off. Bills looming over them along with the desire to provide gifts for the holidays often contributed to people justifying why they committed their crimes.
It was not uncommon for me to catch employees during the holidays stealing merchandise by passing items to a relative or friend. I caught my fair share of employees stealing over the years, but I remember the cases that were most troubling to me were those involving young mothers. I recall one employee I apprehended who was stealing children’s clothing and toys and passing them to a relative by not ringing them in the register.During my interview of the employee, she admitted she had been out of work for some time prior to getting the job with our store and was behind on bills. She was stealing in order to provide gifts for her baby for Christmas. I don’t know whether a more thorough employee background check would have caught something in this young woman’s history that might have prevented her being hired in the first place. I do know that she was hired in our fourth quarter hiring rush and went to jail. I will never know if we accounted for every loss she caused the store, certainly we accounted for most, but how much loss is “okay” for a business? That is a question you need to ask yourself.
I tell this story because it fits exactly into the research results of the Global Retail Theft Barometer. My case was probably more than 10 years ago, but employee theft continues to grow and businesses are hurt as a result. Don’t take a chance on hiring the wrong people. Let a background check company help you preserve your reputation and profits.
For more information on pre-employment screening, contact us or call 1.770.426.0547
Background Check Company-2 , Employee Background Checks-3 , Pre-Employment Screening-2
Sorry, Wrong New Hire
Have you ever come to realize you have absolutely hired the wrong person for the job? The fact is some people are better at taking tests than others, and the same goes for interview skills. Some people just have a knack to sell themselves and they are very convincing. If your company is anything like mine, it can be harder to get rid of someone than it is to hire them. You have to jump through hoops and go forward with different levels of documentation before you can terminate them. Sometimes these hassles can be avoided if you take the extra step to perform a thorough pre-employment screening. I’ve been stuck with people before that should have never been hired.
People lie on their resume’. They lie about where they use to work, their tenure at those companies, and even the positions they held. If they were familiar enough with the supervisor’s job, they may falsify their records and claim that was their previous job. You’d be surprised at what people try to pull off. Too many times when we are in a position to hire, it’s because we have an immediate need and we’re in a rush to fill a spot. Employers may ask a few questions, check the applicant’s pulse, and offer them a job. Sometimes they call the listed references and sometimes they don’t even bother. But references don’t always make a big difference. The applicant chooses which people to tell you to call, so there’s no real way to make sure they’re accurate. A quality background check company goes farther than these easy parts of the interview process. They verify their previous employment, their education level, degree earned, and which school they actually attended.
My district manager hired a lady a few years ago, and it took me only a week to realize she was a terrible choice. He told me she was a former fast food manager, so she was already well versed in cash register equipment, inventory controls, and how to handle difficult customers. He was convinced she was the ideal candidate. At that time we did not require employee background checks. So, other than than maybe calling the references she provided, he really didn’t do any other research on her past. She comes to start her training with me and I could tell right away there were going to be problems. She couldn’t learn the simplest of tasks. Or she could learn them, but she wasn’t retaining any of the information. And she would say things like “I’m going to need you to learn me that again”. I’m sorry, but proper grammar is a big deal to me. Upon questioning her about her duties in her former job, I had a feeling she wasn’t the total package my boss thought she was. Things just didn’t add up. I started suspecting she had overstated some of her accolades, but at that point there wasn’t much I could do. She didn’t make it through her first full year. We essentially wasted all that time and money training her, and I suspect it was partly because we did not conduct employee background checks at that time.
The thing is people can put on all the charm and charisma in the world during an interview, but a good background check company can get past that and separate the fact from fiction. Pre-employement screenings aren’t just about their criminal past; it’s other main objective is to verify all the claims listed on their application. Quality employee background checks weed out the bad applicants without bias or favoritism.
For more information on Background Checks, contact us or call: 1.770.426.0547
Have you ever come to realize you have absolutely hired the wrong person for the job? The fact is some people are better at taking tests than others, and the same goes for interview skills. Some people just have a knack to sell themselves and they are very convincing. If your company is anything like mine, it can be harder to get rid of someone than it is to hire them. You have to jump through hoops and go forward with different levels of documentation before you can terminate them. Sometimes these hassles can be avoided if you take the extra step to perform a thorough pre-employment screening. I’ve been stuck with people before that should have never been hired.
People lie on their resume’. They lie about where they use to work, their tenure at those companies, and even the positions they held. If they were familiar enough with the supervisor’s job, they may falsify their records and claim that was their previous job. You’d be surprised at what people try to pull off. Too many times when we are in a position to hire, it’s because we have an immediate need and we’re in a rush to fill a spot. Employers may ask a few questions, check the applicant’s pulse, and offer them a job. Sometimes they call the listed references and sometimes they don’t even bother. But references don’t always make a big difference. The applicant chooses which people to tell you to call, so there’s no real way to make sure they’re accurate. A quality background check company goes farther than these easy parts of the interview process. They verify their previous employment, their education level, degree earned, and which school they actually attended.
My district manager hired a lady a few years ago, and it took me only a week to realize she was a terrible choice. He told me she was a former fast food manager, so she was already well versed in cash register equipment, inventory controls, and how to handle difficult customers. He was convinced she was the ideal candidate. At that time we did not require employee background checks. So, other than than maybe calling the references she provided, he really didn’t do any other research on her past. She comes to start her training with me and I could tell right away there were going to be problems. She couldn’t learn the simplest of tasks. Or she could learn them, but she wasn’t retaining any of the information. And she would say things like “I’m going to need you to learn me that again”. I’m sorry, but proper grammar is a big deal to me. Upon questioning her about her duties in her former job, I had a feeling she wasn’t the total package my boss thought she was. Things just didn’t add up. I started suspecting she had overstated some of her accolades, but at that point there wasn’t much I could do. She didn’t make it through her first full year. We essentially wasted all that time and money training her, and I suspect it was partly because we did not conduct employee background checks at that time.
The thing is people can put on all the charm and charisma in the world during an interview, but a good background check company can get past that and separate the fact from fiction. Pre-employement screenings aren’t just about their criminal past; it’s other main objective is to verify all the claims listed on their application. Quality employee background checks weed out the bad applicants without bias or favoritism.
For more information on Background Checks, contact us or call: 1.770.426.0547
Background checks-3 WC blog 31
Background check company-3
Pre-employment screening-3
“Breaking Up Is Hard To Do” – Not So, If You Use Background Checks
As we enter the New Year, many businesses face the task of starting to let go some of those seasonal folks who were hired on to fill their scheduling needs during the busy holidays. Were you one of those businesses that brought new hires on board? How well do you know those people? Did you have the time to run background checks on your seasonal and temporary hires? These are a few things to think about as you make those critical decisions on who stays and who should go. You may be wondering why this is important if Mary Sue or Billy Bob did a great job for you during the holiday rush. My response to you is to consider how well you really know these individuals. Remember, if you keep them on staff, what may they be doing for you and what impact could they have on your business if they are not who you thought they were when you hired them.
Even the best Human Resources Managers can be fooled by someone who knows how to say the right things and how to present themselves in an interview. Many of us want to think the best of someone and a good story can charm us, even if we have that “gut feeling” something isn’t quite right. Background checks run before a hiring decision is made can save you a lot of headaches in the future. A Background check company can verify educational information on your candidate if you have education requirements for a position. They can conduct credit checks for you (do you want to hire a cashier who may be in debt to credit card companies?). Employers have to have I-9 verification; a background check company can trace social security numbers to validate identity. Perhaps your business requires vehicle deliveries, an applicant’s driver history can be checked for citations, revocations and suspensions. A solid pre-employment screening will ensure you are not being sold a fake bill of goods.
SO! Why am I so concerned about Mary Sue and Billy Bob, they worked hard, they showed up for all their shifts, they gave really great customer service at the register or on the sales floor? First, it was the holiday season, YOU as the store owner or manager were very busy, did you REALLY get to see them in action or were these cursory observations you made? Who were those people that were receiving the super customer service treatment? It could be they were friends of Mary or Billy and they received good customer service because they were getting really “good” deals at the register. A pre-employment screening may have revealed that they had been released from a number of other retail jobs or had criminal histories involving theft. Sometimes dishonest employees will behave for a time in order to build your trust, and establish themselves until seasonal staff have been let go and they are remaining. They may be looking for the long-term theft that they can get away with over the next few years.
You also need to think about inventory control. Once a person remains on after the holidays they have probably earned your trust and will start to have more responsibility or access to higher risk inventory. For example, someone may start off as a customer service clerk and after the seasonal hires have been let go, this person remains on staff. They show they are a hard worker and you move them to your electronics department. Now they have keys to your showcases, or your stockroom if you lock up your electronics. You forget they never went through a background check when they were hired. Who is this person to whom you have entrusted such a high risk area? Who is that cashier that you are now considering to work in your cash office?
Don’t allow your company to take unnecessary employment risks, look into what a background check company can do to protect your interests. Pre-employment screenings are the preference but even if you have already made hiring decisions, a background check may not be too late. If an employee has been found to have lied on an application through a background check, you may still have the ability to take action. Hire the best and don’t settle for less, see what background checks can do for you.
For more information on background checks contact us or call 1.770.426.0547
As we enter the New Year, many businesses face the task of starting to let go some of those seasonal folks who were hired on to fill their scheduling needs during the busy holidays. Were you one of those businesses that brought new hires on board? How well do you know those people? Did you have the time to run background checks on your seasonal and temporary hires? These are a few things to think about as you make those critical decisions on who stays and who should go. You may be wondering why this is important if Mary Sue or Billy Bob did a great job for you during the holiday rush. My response to you is to consider how well you really know these individuals. Remember, if you keep them on staff, what may they be doing for you and what impact could they have on your business if they are not who you thought they were when you hired them.
Even the best Human Resources Managers can be fooled by someone who knows how to say the right things and how to present themselves in an interview. Many of us want to think the best of someone and a good story can charm us, even if we have that “gut feeling” something isn’t quite right. Background checks run before a hiring decision is made can save you a lot of headaches in the future. A Background check company can verify educational information on your candidate if you have education requirements for a position. They can conduct credit checks for you (do you want to hire a cashier who may be in debt to credit card companies?). Employers have to have I-9 verification; a background check company can trace social security numbers to validate identity. Perhaps your business requires vehicle deliveries, an applicant’s driver history can be checked for citations, revocations and suspensions. A solid pre-employment screening will ensure you are not being sold a fake bill of goods.
SO! Why am I so concerned about Mary Sue and Billy Bob, they worked hard, they showed up for all their shifts, they gave really great customer service at the register or on the sales floor? First, it was the holiday season, YOU as the store owner or manager were very busy, did you REALLY get to see them in action or were these cursory observations you made? Who were those people that were receiving the super customer service treatment? It could be they were friends of Mary or Billy and they received good customer service because they were getting really “good” deals at the register. A pre-employment screening may have revealed that they had been released from a number of other retail jobs or had criminal histories involving theft. Sometimes dishonest employees will behave for a time in order to build your trust, and establish themselves until seasonal staff have been let go and they are remaining. They may be looking for the long-term theft that they can get away with over the next few years.
You also need to think about inventory control. Once a person remains on after the holidays they have probably earned your trust and will start to have more responsibility or access to higher risk inventory. For example, someone may start off as a customer service clerk and after the seasonal hires have been let go, this person remains on staff. They show they are a hard worker and you move them to your electronics department. Now they have keys to your showcases, or your stockroom if you lock up your electronics. You forget they never went through a background check when they were hired. Who is this person to whom you have entrusted such a high risk area? Who is that cashier that you are now considering to work in your cash office?
Don’t allow your company to take unnecessary employment risks, look into what a background check company can do to protect your interests. Pre-employment screenings are the preference but even if you have already made hiring decisions, a background check may not be too late. If an employee has been found to have lied on an application through a background check, you may still have the ability to take action. Hire the best and don’t settle for less, see what background checks can do for you.
For more information on background checks contact us or call 1.770.426.0547
I’m sitting right now in an airport traveling to a new store opening. I was lucky enough to get “volunteered” to do a training class for a colleague who couldn’t make it. I’m thinking about the last 3 days of this week and trying to wrap up 2 cases that I closed out. Both were employee theft cases. Both cashiers. Both cost my stores thousands of dollars. I know as well as the next person, that I will never stop internal theft completely. I can limit my store’s exposure to loss, and that all starts with an employee background check.
To give you a little insight, let’s take the bigger of my two cases this week. A new cashier was about 3 months into their employment. About a month ago, she accidently processes a refund to a gift card instead of cash for a customer. She corrects the mistake by giving the customer cash, but decides to keep the gift card. Seeing how easy it was, and the fact that she didn’t get caught on the first time, she did it again. Then, again. You guessed it, and again. Over the next month and a half, this cashier processes a few refunds every single day she worked. Over this time period, she racks up over $8,000 in fraudulent refunds. We of course terminated her and prosecuted her, but here’s the thing. She’s going to need another job. If you’re not running an employee background check, her next stop could be your door.
Pre-employment screening can help set you up for success, or for failure. You have to know who you are letting in your building. There’s of course only one way to do that, running an employee background check. Now, I’m not saying everyone who commits a crime in their youth should be barred from a job 20 years down the road, but looking at someone’s criminal history is a great tool to assist in reducing the likelihood of internal theft.
Say for instance, during the pre-employment screening process, you have a candidate who’s been arrested once a year for the past 8 years for theft/fraud. There is a clear pattern of behavior that is not likely going to change anytime soon. As a hiring manager, this person should no longer be considered for employment. Will that person commit a crime again? There is no absolute way to tell that. Is there, statistically a chance that they will follow the same pattern? Absolutely.
Now consider you are once again in that pre-employment screening phase. You have a very qualified candidate with a strong educational background and years and years of experience in the field. You notice on the background check that they were convicted of a theft 15 years ago. Outside of that, their criminal record is spotless. Would you consider hiring this person to work for you? I would and I have. I can very well pose the same two questions as I did above. There is, however, a smaller likelihood of this person committing another crime.
I tell managers and store directors this every day of the week. If you want to limit your exposure to internal theft, it all has to start at the hiring phase. The keys to success are a strong hiring process, where only the absolute best candidates are brought in on the team and of course a solid employee background check to help further weed out any liabilities. The next time you have an employee steal from you, think back to when they were hired. Did you do all you could to see that theft coming?
For more information about Employee Background Checks, contact us or call 1.770.426.0547
