Elliott McAllister

If you're a small business owner, boss, or work in the human resources department of-a organization, you have probably hired workers who have been less-than truthful on their resumes. In fact, recent studies indicate that 75 percent of all resumes contain some type of falsification and fully 89 percent are inaccurate.

Though the numbers alone make the case for background checks and application proof, businesses usually discard pre-employment screening of candidates. When they do, the companies' lack of foresight will come back to haunt them. Sometimes, organizations have already been found liable for negligent hiring and retention. In other cases, companies have experienced public relations nightmares. Not too long before, a famous school made the headlines when it was discovered that their admissions officer had allegedly lied about her academic background, and had not received the degrees she'd believed. In the most tragic cases, workplace violence has claimed simple lives.

Back ground checks and pre-employment testing prove homework, and therefore may reduce lawsuits declaring negligent hiring. Clicking the spaulding group likely provides lessons you might tell your co-worker. And, by screening out unqualified applicants, companies can save yourself time and money usually lost by recruiting, hiring, and training the wrong applicants. Continue verification and education verification may also enable head off wrongful termination lawsuits.

Companies offering job testing give you a number of services. The type of screening that best serves you usually depends upon a where you work. As an example, in the health-care industry, background checks on average contain a state criminal report, a social security number report, knowledge verification, career verification, a professional certificate check, a medical abuse check, and a sex offender check.

Those organizations that hire distribution individuals or that utilize long-haul truckers usually benefit from a license verification, a social security number report, an auto report and a national criminal report. Daycare centers and academic institutions usually ask a sex offender check always, a social security number report, a national criminal report, training verification, and employment verification. Individuals who work in the sales or finance departments of businesses should bear an OFAC terrorist ch