Selecting candidates that are properly qualified
No matter your industry, confirming an applicant’s suitability, or uncovering falsities in a resume, could reveal a potential employee or volunteer who lacks the experience, credentials, or character needed for a position.
Our employment verification includes current or previous work history, including dates of employment, job titles and responsibilities. Through our efficient process, we ensure that all available information is obtained from reliable sources and subsequently provided in thorough and detailed reporting.
DOT Employment Verification
This verification consists of a detailed questionnaire that addresses DOT required information about past employment and driving history, including position and employment dates, type of vehicle driven, accident history, and whether a candidate ever refused or failed a drug or alcohol test. Working directly with our Candidate Direct (mobile applicant mobile self-service portal solution), it allows you to customize DOT Disclosure & Authorization forms and much more.
An education verification collects valuable information, such as school name and address, school type, highest grade completed, degree verification, major areas of study, and graduation date or dates attended, forming a more complete picture of the potential employee.
Learn more about an applicant’s past performance and character, in both personal and professional environments. Our thorough references check process includes questions such as: How long have you known the applicant? Are you related to the applicant? Where and in what capacity have you worked with the applicant? These questions can determine the strength and quality of responses given from a particular reference, revealing the integrity of an applicant.
By verifying the information provided on a resume, you can:
The beginning of a new year is a great time to re-evaluate your current situation with background screening. It’s important to know where to start in order to get a clear picture. Read our blog post for some ideas on where to begin.
A new federal version of ‘ban the box’ has recently been passed that will prohibit federal agencies and contractors from inquiring about an applicant’s criminal past within an application.