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Small businesses face the same everyday risks of employee violence, fraud and theft that larger organizations must deal with, and these risks can come with significant costs. In fact, the Association of Certified Fraud Examiners reports that hiring the wrong candidate can cost a small businesses with fewer than 100 employees roughly $190,000.
Interviewing a candidate may help reduce risk by understanding basic information such as the candidate’s work experience, educational background, and strengths, but what about the potentially harmful details they may be hiding?
An article published this week by the Wall Street Journal shares five strategies to help solidify the hiring process and uncover information you may not be able to obtain through an interview.
One strategy offered in the article to help small businesses identify candidates who may have an unsavory past is to perform a background check before the offer of employment. Conducting a background check will verify the accuracy of information provided on the job application and uncover red flags which may not be revealed in the interview.
Discover other “beyond the interview” strategies to help your company hire smarter in the WSJ article: How to Avoid Hiring a Bad Egg
Free Report: Business Guide to Employment Background Checking
Learn nine background screening best practices by downloading:
Business Guide to Employment Background Checking
Tagged with: background check • background checks • background screening • employment background check • employment screening • pre employment screening
The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.
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