The Case for Pre-Employment Background Checks

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When hiring people to represent your organization, you want to feel confident that you can trust these individuals to represent the best interests of your organization. For some employers, it’s enough …

When hiring people to represent your organization, you want to feel confident that you can trust these individuals to represent the best interests of your organization. For some employers, it’s enough to simply conduct an interview, check a few references, and hire away. But for the more than 90% of corporate America that relies on pre-employment background checks, ‘gut feel’ and cursory reference checks just aren’t enough.

Our latest Slideshare infographic presents the case for pre-employment background checks and illustrates why, in the process of evaluating a new hire, objective data from a background check proves vital to reducing hiring risks and enhancing the quality of your workforce.

Check it out, leave a comment, and if you like it, please share it with others.

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  • The Case for Pre-Employment Background Checks
  • What is a Pre-Employment Background Check?It’s the process of gathering information about a prospective new hire to objectively evaluate a candidate’s qualifications, character, fitness, and to identify potentialhiring risks for safety and security reasons. It is also commonly used to verify the accuracy of an applicant’s claims. (Source: Wikipedia)
  • “Nothing matters more in winning than getting the right people on the field.” –Jack Welch
  • By the numbers…53% of all job applications contain inaccurate information110% of all background checks have at least one serious flag2Workplace violence accounts for 18% of all violent crime316% of executive resumes contain false academic claims or omissions4The average costs of a bad hire may equal 30% of the first year’s potential earnings530% of IT sabotage cases are caused by employees with criminal records6Employers have lost more than 79% of negligent hiring cases.730% of all business failures are caused by employee theft.8
  • Respondeat SuperiorUnder this legal doctrine, an employer is legally responsible for the actions of its employees.
  • Negligent Hiring: A Definition Negligent hiring may be found where the employee (the tortfeasor) had a reputation or record that showed his propensity to misuse the kind of authority given by the employer, and this record would have been easily discoverable by the employer, had the employer exercised 'due diligence'.9 
  • Why Do 90% of American Corporations Perform Background Checks?And why should your company do the same?Create a safer workplaceFind the right candidatesBuild a culture of trust and safetyLower risk of negligent hiring lawsuitsProtect your people, brand, and profits
  • “Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” -- Jim Collins, Good to Great
  • How It’s Done:Working with a background screening company, a typical pre-employment screening process goes like this: Order ServicesObtain ConsentRun Background CheckReceive ResultsMake Your Decision
  • Compliance, Compliance, Compliance Background checks must adhere to…Fair Credit Reporting Act (FCRA)EEOC GuidelinesAmericans with Disabilities ActTitle VII of the Civil Rights ActAnd others Your background screening company can help!
  • Choosing the Right Background Screening Provider: A ChecklistMember of NAPBSMember of Concerned CRAsNo Offshoring of Personally Identifiable InformationResponsible Use of DatabasesSecure Online Ordering SystemCompliance SupportData SecurityAffordable PricingGet a complete checklist at
  • Get Started Today. Make Better Hiring Decisions Tomorrow.Proforma Screening SolutionsOpen an Account: www.proformascreening.comOr call (866) 276-6161SOURCES: 1 Society of Human Resources Management; 2 Proforma Screening Solutions data; 3 Bureau of Justice Statistics; 4 Business Week; 5 U.S. Department of Commerce; 6; 7 Fortune; 8 American Management Association and US Chamber of Commerce; 9