Alot of employers conduct a very thorough and comprehensive series of background checks and part of their preemployment screening program. Others try to cut costs and make assumptions that may come back to bite them. Assumptions in this world can lead a business to ruin. If not to ruin, then they can be very costly mistakes.
If you are hiring an employment candidate who for the position must have obtained a college education of post-graduate degree, then make sure he actually had one. Many job applicants lie about their education, especially during tough economic times when jobs are scarce and competition is fierce. In hopes that they can somehow slip through unnoticed, employment candidates will list a degree when they only attended for a year or two. Or, in some cases, they never went to the school, but thought it would be a good idea to list it, anyway, as being their Alma Mater. Some post it because they believe it is an obscure school, and some post it because it is a large school and believe their lack failing to attend will somehow be lost in the shuffle.
Some of the repercussions are obvious. Some are not. Your job applicant needs special skill sets that are sometimes attainable only by qualifying for a college degree or post-graduate work. Your associative team is depending on his to know his. You clients believe he is qualified. To find out otherwise, is to invite embarrassment and possible costly litigation, if your employee should screw up royally. So be sure to run education verifications as part of your background checks.
Same holds true for Motor Vehicle Driving Records, or MVRs. If your employee drives for you, then you can be held responsible for any of their accidents that occur during business hours. MVRs assist you in determining substance abuse and other bad behavior patterns. Motor Vehicle Driving Records are an essential background search these days. For the few bucks it cost, it can save a lot of aggravation. And money.
Check them out before you hire.
