There are a number of superior reasons why applicants should be screened by employers, either in the initial hiring phase or periodic re-examinations of Directors, Key Officers, and employees entrusted with fiduciary or other responsible positions.  Those include:

• Making the best hiring decision
• Increasing productivity
• Reducing turnover
• Reducing exposure to risk, liability & litigation
• Increasing morale
• Providing a safe working environment
• Protecting assets
• Ensuring compliance with policies, laws & regulations

It has been said that applicants will only tell you what they want you to hear.  A good writer and storyteller can invent a good resume.

According to Privacy Rights Clearinghouse, an employer's need to know about potential employees is driven by a number of factors, such as:

• False or misleading information given by job applicants, estimated by some sources at 30 to 40 percent of all information given on resumes and job applications.
• Federal and state legal requirements for certain jobs, including those that involve contact with children, the elderly or disabled, as well as some government jobs.
• Fallout from corporate scandals, such as Enron and WorldCom
• The Sept. 11 attacks
• Negligent hiring lawsuits, where a company is sued because an employee caused harm to someone else.

By thoroughly verifying information supplied during the employment process, a company can improve the chances they are hiring an individual who has portrayed his/her background, experience and skills honestly and accurately.  This proactive approach to hiring will reduce overhead costs related to monetary loss resulting from employee malfeasance, costs associated with internal investigations, administrative costs of rehiring and training, workman’s compensation costs, and any increases in liability insurance premiums.

What We Screen*

• Address histories
• Civil and bankruptcy records
• Credit reports
• Criminal records
• Sex offender lists
• Driving histories
• Education and employment histories
• Liens and judgment histories
• Workers’ compensation
• Property ownership
• Media coverage
• Professional licenses and certifications
• Regulatory sanctions (industry-specific)
• Verification of references

Personal reference checks can be conducted by trained investigators in the art of interviewing.  Privacy laws prevent employers from disclosing information about a former employee’s performance and the reasons for termination.  For a more in-depth evaluation of the applicant, please contact us about a personalized investigation.

Background checks must be accompanied by a release of information signed by the employee.  Please contact us if you would like a copy of the form.

Why Choose Us

Many agencies will offer a standardized online background report for a low fee, however, those companies use outdated information, fail to verify the accuracy of information, and do not clearly disclose that criminal and civil court information is limited from nation to nation and county to county.  As the old saying goes, “Garbage in is garbage out.”

At Olson Investigations, we provide the most current information and verify that the information is pertinent to the target individual. 

*3rd Party Fees:  There are minimal potential fees for accessing certain court information, motor vehicle records, or surcharges imposed by employers or educational institutions for reviewing their records.