| When at sales events or conferences that I often | | | | dollars for a professional background check or |
| attend to promote my company I am routinely asked | | | | $20,000.00 up to and before termination. The answer |
| by employers or Human Resource personnel why | | | | is obvious of course, like grandmother was so fond of |
| they should utilize all the services that my industry | | | | saying "an ounce of prevention is worth a pound of |
| provides, after all surely a criminal record check and a | | | | cure" Getting back to the cashier question, conducting |
| sex offender registry should suffice, after all the | | | | a mere criminal background check looking for prior |
| potential hire will just be a cashier I just want to know if | | | | embezzlement crimes is nearly futile as embezzlement |
| they were ever arrested for embezzlement or such | | | | is the majority of the time a first time offense rarely is |
| thing. I absolutely love these kinds of questions | | | | there a second occurrence. Please understand one |
| because now I can begin the education of "Due | | | | should always run a criminal check because they will |
| Diligence" as it relates to hiring. Simply put a Due | | | | turn up larcenies and other incidents that may expose |
| diligence search means leave no stone unturned during | | | | behavioral patterns. For a fiduciary position the |
| the investigation. After all we have been given a | | | | employer should marry the criminal search with a |
| signed release from the applicant Card Blanch so to | | | | consumer credit report for employment purposes. The |
| speak, "look into to my background as it pertains to the | | | | employment credit report is a picture of how well an |
| job I have applied for, I have nothing to hide"" I also | | | | individual manages his/her finances. The report will |
| believe the Employer or manager is asking me why | | | | reveal pending and current garnishments, a nightmare |
| should I spend the money on an in depth background | | | | for the payroll department employers the applicant did |
| screen. My answer to that is penetrating, a bad or | | | | not list on the application because they were fired. |
| negligent hire can cost the company up to $20,000.00 | | | | Some hidden addresses or multiple social security |
| in training uniforms, equipment and the list can go on | | | | numbers. Lawsuits and collections the applicant may |
| depending on the industry. Let's weigh that out! A few | | | | be involved with. |