One of the most important blogs you will read is a blog that shows how to protect yourself and your company for the hassle not to mention the expense of a negligent hiring law suit.  When another person feels they have been injured as a direct result of an action by an employees (an employee your recruited or hired)  they have the right to file a negligent hiring suit.   As a recruiter, business owner, or employer you can reduce the possibility of an incident happening in the FIRST place IF you have a professional pre-employment screening program in place.  How is the best way to implement such a program?  Outsource to a licensed private investigator who is a consumer reporting agency and specializes in pre-employment screening.  It is that simple.  Many states, like Florida, have strict laws that govern the private investigation industry thus we are held to a higher standard than those who do background checks and are not licensed.  Unless they have a licensed private investigator on staff or an attorney do not have access to PRIVATE databases that are FCRA, DPPA, and HIPPA compliant.  How can you base a hiring decision on anything less?  Consider having a final report that contains:

• Verification of applicant's name, date of birth, and social security
• FCRA compliant nationwide criminal background check
• Nationwide sexual predator and offender check
• Search of civil records in every county the applicant has lived.
• DPPA driving record check
• Verification of education  and professional license
• Credit activity
• Military record verified
• Results of interview with current employers or references

Naturally you should be allowed to add searches if your feel necessary, but with facts like these in hand not only can you make an informed hiring decision but have shown due diligence in the hiring process.

I am always available to answer any questions or help you set up a program designed to meet your needs at sandy@goldshieldli.com