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Check-M-Out.Com - Investigations & Legal Services.
The Meadowlands Regional Security Corner.
Mr. Jim Kirkos, President and CEO of the Meadowlands Regional Chamber of Commerce,
presents our new "Meadowlands Security Corner". Thanks to the assistance of Check-M-Out
Security services and investigations LLC.& N.Y. & N.J. Security Training Academy LLC,
Combined with over 120 years of law enforcement & legal service experience. The Meadowlands
Chamber of commerce is supplying this important information on a Variety of security
issues, facing all of our members today!
EMPLOYEE HIRING, HOW IMPORTANT IS THE PROCESS?
Issues such as theft of trade secrets, merchandise, accounts and more can be of such
impact that the company could be forced out of business. Surely the cost of a background
investigation pales in comparison to such loss.
Accepting the premise of the importance of background investigations, we must then
recognize the importance of a relationship between a human resources department and
the security function. The method of linking the human resources function with security
will depend on the structure of the organization. Whether you have a security force,
a third party contractor or outsource the investigation to those that specialize in
background investigations (method of choice), the benefit of the relationship
cannot be overstated.
The mere examination of a resume or application is not sufficient to determine the
acceptability of the candidate. While it may be tempting to accept a resume with a
solid work history at face value, a company is exposed to both personal and business
liability if a thorough background investigation is not conducted.
The background investigation addresses the issue of "forsee-ability", which is one of
the elements in a "Vicarious Liability" case. The premise is that if a background
investigation is done, then the behavior of the applicant may be predicable. The
failure to conduct such an investigation underlines the company's disregard for its
responsibility to "Due Diligence".
Since 9/11 there is an increasing trend toward legislation that requires criminal
checks and drug testing of security job applicants. In contrast the business community,
for the most part, decides if an applicant is to be subjected to a background
investigation. It also chooses the type of investigation to be used. It could be
cursory or in depth. The choice is usually made based on the size and type of the
business nature of the position. Cost of course is always a factor. Of note, those
companies that fall within, or are on the fringe of the definition of "Critical
Infrastructure" are mandating background investigations. In government "Request For
Proposal" (RFP), the requirement for background investigation and drug screening has
become the standard.
The question must be asked: what do we really know about the applicant by a careful
review of a resume? The answer lies in the validity of the information provided by the
applicant. The Society of Human Resource Management conducted a survey in 1988 -
"Applicants Stretch the Truth: Survey of Falsified Information on Resumes and Applicants"
-- regarding the validity of information provided in resumes. The results are as follows:
| Falsified Information |
Percentage of
Applicants Falsifying |
| Length of Employment |
53% |
| Past Salaries |
51% |
| Criminal records |
45% |
| Former job titles |
44% |
| Former employers |
35% |
| Driving records |
33% |
| Degrees |
30% |
| Credit |
24% |
| Schools attended |
24% |
| Social Security Number |
14% |
|
If we look at length of employment (53%), what should come to mind is to question if
it is an attempt to conceal short-term employment, possible incarcerations or some other
issue that would be cause for rejection. Criminal record (45%) speaks for itself. While
some missteps in life may be acceptable, others are not. Whether taken singularly or
collectively, the result of the survey clearly demonstrates the importance of a background
investigation.
The best way to verify an applicant is have a background investigation done which
includes a criminal check, verification of employment history and references (gaps
in employment, job hoping etc.), credit checks (consistent with the requirements of
the Fair Credit Reporting Act), driving record, and other information that is of
interest in evaluating an applicant for employment.
When considering third-party vendors that will be servicing your business operations
such as a contracted security force, maintenance, and construction contractors, your
agreement should reflect a written verification of background investigation and drug
screening that is consistent with your company's hiring policy. This becomes an important
legal document if an incident takes place that results in a lawsuit that is caused by a
third party contractor.
The hiring of qualified, honest applicants is the fast track to ensuring the efficient
growth of your company and the security of its assets. This is best accomplished in a
committed policy of thorough background investigations of all new hires. The short-term
cost is far outweighed by the long-term benefit.
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