When it comes to background checks, client education is a big part of the job.
In the high-stakes corporate world, businesses may go through hundreds of applications before finding the most experienced and educated candidate for the job. As such, it is important for businesses to really understand what they are getting as they consider hiring a new employee.
Many private investigators offer pre-employment background checks for businesses in an effort to help them better understand a candidate’s past or help predict possible future behaviors of a candidate. Many not-for-profit organizations, including churches and youth associations, routinely request background checks on people who volunteer services that involve financial transactions or working with children. Whether it is a business or a not-for-profit organization, it is in the client’s best interest to keep their assets, employees, and volunteers safe.
Not all businesses or organizations have legal departments to guide them in screening prospective employee or volunteers, or even in understanding the findings on a background check. Many businesses or organizations aren’t sure what data they really need verified; they simply just want a “background check,” whatever that entails.
Most businesses are cutting back on expenses; clients tend to go the “cheap” route. However, cheap is not always best. If the scope of the background check is too small, there’s a risk that the client will fail to get critical information. But if the scope is large and costly, producing little to no results, this could sour the relationship with the client. This is why it’s so important to understand the clients’ needs based on the level of employee or volunteer being considered — and to help them decide which background check level would be best for the position for which they are hiring.
What does the client really need? To help the client, an ideal quick reference tool to have is a list of all background and verification services that are available to the client, as well as an explanation of what each service means. A few examples include:
- Criminal Records Check – Verification of lawsuits brought against an individual for violation(s) of state or federal penal codes, including disposition.
- Civil Records Check – Verification of any civil lawsuits brought against an individual by another individual or company in which the individual is negligent, including disposition.
- Previous Employment Verification – Contact with previous/current employers listed on the employment application or resume to confirm the dates of employment and if the individual is eligible for rehire.
Of course there is a laundry list of other services investigators can provide. The point is to ensure the clients understand what is available so they can determine the most beneficial searches or verifications for their business or organization. It is ideal to have the clients initial the services or verifications to which they agree in order to avoid any misunderstandings.
Managing Client Expectations
What should be obtained from the client to initiate the background check?
Performing background checks can be time consuming and costly to the investigator. First and foremost, it is important for the client to understand an approximate cost of the service. so there are no surprises. You’ll also need to explain that a search may not turn up any negative results for the individual. This is actually good news for the client. Unfortunately, some clients, especially those new to seeking assistance from a private investigator, may have preconceived notions that an investigator is always going to find “dirt” on someone. When no results turn up, the clients may feel they are not getting their money’s worth or that the investigator is not doing their job — and in some cases, they’ll refuse to pay for the service.
The best insurance an investigator can get when accepting a background check assignment, or any assignment for that matter, can be summed up in three words: retainer, retainer, RETAINER! A retainer is basically an insurance policy for the investigator so they can at least pay what it cost them to perform the services in the event a client decides to not pay their total bill. You can always refund any unused portion of the retainer to the client.
Conclusions
The investigator should understand the level of position the client is hiring. Is this an entry-level employee who is responsible for answering the phone? Is it a top-level corporate executive who will be responsible for approving large transactions? Or is it an employee in between?
Obtain a copy of the prospective employee’s application and/or resume from the client. The application contains a wealth of information about the applicant. You can compare this information to your findings in the background check and include that in your report.