1. To discourage applicants with something to hide—discourages job applicants with a criminal background or falsified credentials.
   
   
2. To eliminate uncertainty in the hiring process—many employers have discovered the hard way that relying on instinct alone is not enough. Verified information is also an important part of the hiring process.
   
   
3. To demonstrate Due Diligence—all employers have a duty of care in the hiring process. That means an employer must take reasonable steps to determine whether an employee is fit for a particular job. For example, an employer who hires a bus driver and does not take reasonable efforts to determine if the bus driver has a criminal record, could be found liable if that driver assaults a passenger, and a reasonable background check would have discovered the prior assaults.
   
   
4. To encourage honesty in the application and interview process—employers find that just having a background program encourages applicants to be more forthcoming about their employment history.

Performing pre-employment background screenings is certainly not a guarantee that every bad applicant will be discovered. The prices charged for pre-employment background screenings vary depending upon the extent of the investigation, and employers cannot expect an in-depth and exhaustive FBI type investigation for a small financial investment. The level of investment must be comparable with the position for which the applicant may be hired. However, just engaging in a pre-employment background screening program demonstrates due diligence and provides an employer with legal protection.

It is also important to understand that a pre-employment background screening program is aimed at how a person has performed in the public aspect of their lives. Items such as a criminal record or previous job performance reflect how a person behaved towards others, or discharged their obligations or responsibilities. Screening is NOT an invasion of privacy, a sign of mistrust or an act of “Big Brother.”

Your employees are your most valuable resources. But a bad hire can result in:

• Lawsuits
• Workplace Violence
  
• Unqualified employees
• Lost business, customers and valuable employees
  
• Theft, embezzlement or property damage
  
• Negligent hiring exposure
  
• Sexual harassment claims
  
• Financial losses
  
• Fraudulent claims
  
• Time wasted in recruiting, employing and training

Exposure arising from workplace violence and negligent hiring alone justifies setting up a pre-employment background screening program. The number one predictor of workplace violence is past problems. Since most employers are unable to obtain good references from past employers, using pre-employment background screening professionals such as TMAP Backgrounds is critical.

Hiring new employees can be taxing, even for companies with a fully staffed Human Resources or Security Department. Most applicants are honest and hard working. However, a growing number of people are falsifying their applications, embellishing their credentials or hiding negative information such as criminal convictions or a termination for cause. There is no question that a background-screening program is more then worth the cost.

(back to top)