If you're planning on hiring someone or have already started the employment process, a pre-employment background check should be part of your recruiting policy – that should be taken for granted. But is it? Quite unexpectedly, with so much public discussion on the matter, there is still number of employers, especially small businesses, who turn out surprisingly ignorant of even basic legal provisions associated with background check procedures to be applied to each case of screening potential employee's background. Do you always care to ask applicant for his or her consent for this sort of investigation before you look into their past? Yes, you are right – while some applicants aren't bothered about these checks, the others may feel like being strongly opposed to another person's prying into their past history, feeling it like unwanted intrusion. Whatever the situation, it's employer's choice as to what comes first – his company's security and reputation or emotional discomfort – either yours or your applicant's.

Preventive Measures
Gone are the days when life was simple. New security concerns and continuously increasing crime rates have made employers cautious when it comes to allowing someone through their company's doors. For many employers prospective employee screening comes as given; it is an irreversible policy implemented through their company inner regulations. Well informed business operators are too well aware that ignoring this part of hiring process can result in negligent hiring lawsuits, damage to reputation and property, loss of capital and infringed workplace conditions for the rest of their personnel.

Self Help
Quite a percentage of employers, especially owners of small businesses, see no better option than using the Internet to ferret out information on their future employees. Nearly 44% of small and middle size businessmen who had agreed to complete an interactive questionnaire suggested another personnel recruitment web portal, admitted they would search social networking sites like LinkedIn, MySpace and Facebook for possible warning signs. That's true, LinkedIn's references from former bosses and ex-colleagues can help potential employer to form certain idea about that specific person who he/she is in process of considering to hire, but was that truly right approach?

Actually, the Internet gives access to all kinds of public records, from birth to death and from criminal to civil along with giving you a chance to research marriage records, sex offender registries, and even prison and convictions records. In case you're an active 'Internet sleuth' you may be really apt not only at finding some information, but also at comparing the information about the same person from different sources and verifying, if negative (or positive) information that returned from database searches could be relied upon. Even if there is no any centralized database of public records in the USA, the Internet is in fact itself one huge online database of digital dossiers that you can tap into seeking for info ranging from bankruptcy information, addresses, criminal and incarceration records, and sexual offenses lists to family history files. You just need to know where to search for it.

Professional Verification
Hiring online or offline company that provide detailed and accurate checks on people from all walks of life constitutes option that is definitely much better for employer from the legal point of view. A background check comprising screening driving, credit, criminal, medical, court, education and drug test records as well as verification of social security numbers and references from previous place of their employment done by professional private eye will result in them producing formal background check report in a written form presuming the person or the organization you've contracted would bear full responsibility should employer part face negligent hiring charge.

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