What is it and why is it important?

Per-employment screening is the process of determining whether or not the information an employment applicant provided on the application is accurate and factual. The extent of the screening or background investigation should be determined based on the prospective employee's proposed position. For example, a laborer position would not require as extensive a background check as a vice president, comptroller or a cashier. The extent of the investigation must be position driven.

A cash handling position should, as a minimum, include criminal and credit history checks. We also strongly recommend they include previous employment verifications and interviews of former supervisors and co-workers.

Some positions might require education and licensing verifications. One employer client requires all applicants to have graduated from High School or successfully completed a certified GED program. We do these verifications for them.

Other items which might be checked, depending on the position, include Worker's Compensation records (not available even with applicant authorization in some states), driving records, neighborhood investigations, and interviews of both listed and developed references. You, the employer, must determine the scope of the background investigation.

Some positions, such as cash handling and executive positions, may warrant periodic reinvestigation to update the incumbent's ability and trustworthiness to continue in the position or for promotion to a position of greater responsibility.

Strategic Intelligence Services stands ready to help you determine, at no charge, what scope is most appropriate for which positions at no charge. We also have the resources, training and experience to provide you with timely, cost effective pre- and post-employment screenings including any or all of the above mentioned elements.