When it comes to hiring a new employee, what you don’t know can hurt you and your business. This is why it’s always a good idea to run various background screenings and searches on any prospective new-hires at some point in the hiring process. When most people think about pre-employment screening, they tend to think about running a criminal background check and perhaps a drug screening. However, there’s a lot more to it than that; you may also want to consider, for example, running a credit and social search on a new employee.
Employment Credit Screenings
These days, an increasing number of employers have begun to require credit screenings of new hires—and for good reason. This is especially true for those looking to hire for management positions and other positions that may require the handling of company funds. Specifically, a thorough credit screening of a job applicant can give you some insight as to how financially responsible a prospective new-hire has been.
Here at VerifyProtect.com, we offer in-depth credit-screening services that are specifically designed for use in pre-employment checks. Our credit screening services will search for and reveal:
- Address history
- Collections history
- Civil judgments
- Bankruptcy filings
- Tax liens and more…
If you’re in the process of hiring a new employee or even considering an existing employee for a significant promotion, we recommend taking advantage of our credit screening services. Please keep in mind that state law requires that you obtain explicit permission from an individual prior to conducting a credit screening on his or her identity.
Social Security Verification
Another type of pre-employment screening that you may want to consider as part of your hiring process is that of running social security verification. Our social security screening services will provide you with a thorough validation report based on the applicant’s name and the social security number that was provided. The information returned in the report will include validation of names and social security numbers, along with any other names, aliases, or addresses that may be associated with the applicant (and that may not have been disclosed at the time the application was completed).
Why is it in your company’s best interests to run social security verification on all new employees? Consider a hypothetical example. You ran a pre-employment criminal background screening on Jane Smith and it came back clean. However, your social security screening reveals that Jane’s maiden name was Rogers. You then run the same criminal background screening on Jane Rogers and discover a number of troubling convictions. You’re glad you conducted social security verification as part of the screening process because it helped to reveal a prior last name that you otherwise may not have been aware of.
No matter what kind of pre-employment screening services you’re in need of for your business, we can help. Feel free to contact us today to find out more about what VerifyProtect.com can do for you. Our experienced, friendly, and reputable staff would be happy to assist you.