| As an employer, it is understandable that you | | | | the candidate has had any prior convictions |
| want to know as much as possible about a | | | | regarding theft. It is also mandatory that the |
| prospective employee. A combination of | | | | types of background investigations to be |
| employment application, personal references and | | | | performed are clearly outlined in any |
| background investigations can give you a sense of | | | | pre-employment literature. With the increasing |
| peace when entrusting an individual with | | | | concern about privacy, it is in the employer's best |
| responsibilities within your company. It is also | | | | interest to be upfront and honest about any |
| important that employers not rely solely upon the | | | | inquiry of this nature. |
| employment application alone. It is estimated that | | | | The implementation of criminal background checks |
| up to 30% of all applications contain some type of | | | | can greatly reduce the financial loss of a company |
| falsifications or fabrications. Many methods exist | | | | by weeding out those who have criminal |
| to inquire about the background of a candidate. | | | | convictions. Another instance where criminal |
| One of the most utilized types of background | | | | background checks can be useful is when an |
| checks is the criminal background investigation. All | | | | employee will be dealing with the public sector. In |
| businesses handle some type of sensitive | | | | order to limit the likelihood of negligence lawsuits, |
| information of some degree. Retail businesses | | | | employers should consider criminal background |
| want to be sure prospective employees are clean | | | | checks as a standard pre-employment screening |
| from theft charges to reduce the instance of | | | | tool. |
| employee theft. Businesses or non-profits dealing | | | | When calling upon a private investigation firm, an |
| with children and/or seniors are legally obligated to | | | | employer might not be sure of what information |
| know the backgrounds of their employees. We | | | | they really need. However, some of the most |
| have all heard the horror stories of an abusive | | | | common concerns are about criminal conviction. In |
| childcare worker with a criminal background in | | | | regards to criminal background checks, the Fair |
| which the employer was unaware. It is vital for | | | | Credit Reporting Act prohibits employers from |
| the safety and security of both the business and | | | | rejecting employment to those who have been |
| those served that employers perform a thorough | | | | charged but not convicted of a crime. When |
| investigation of each employee. | | | | interviewing a private investigation firm, it is |
| Employers should be careful to limit the | | | | important to find out what information they |
| information that they need based on the | | | | gather and from what sources. Employers can be |
| responsibilities of the specific job function. For | | | | held liable of violating Federal law if they reject |
| example, when hiring an employee that will handle | | | | employment based on this type of information. |
| cash transactions, employers will need to know if | | | | |