 
Collect your job applications on any Internet terminal.
Our software forces the candidate to provide the
information that you are asking for. If the candidate
doesn't want to provide the info -- you learned a lot.
Before you begin to check anything, make sure that your
paperwork fully complies with the FCRA.
Then, make sure that your candidate is really who they
say they are.
Next, conduct a pre-employment security interview either
using our tool or just ask the right questions yourself. You
are trying to find out what to check and where. The job
application is probably not going to yield enough clues.
If you do use our pre-employment interview tool The
Examiner (tm), you will get an excellent picture of the
candidate's attitudes and motivations, and an excellent
interview guide that will help you through the critical
questions that you should ask -- in the proper order.
Now, check for a criminal conviction history. The question
for you is, what jurisdictions should you check ?
For many employers, a drug test is next, as a positive
test usually triggers a Go/No-Go hiring decision.
If your candidate is going to be involved financially with
your operations, you may want to ask us to get you a
personal credit history.
Because you will be paying the candidate for their
job experience, you will often want to verify their work
history both with respect to time and responsibility.
Employers verify education when the training is
required by the job.
If your company has a lot of physical assets where the
candidate will be working, you probably should check
their civil litigation history because that is where
restraining orders are recorded that reveal a short
temper, and whether the person sues/is sued by everyone.
If the job that your candidate will do requires a license,
you will want to check to make sure that it exists, and
that it is valid and not expired.
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