In the world as it is today, pre-screening applicants has never been more essential and outsourcing this time-consuming process can be cost effective and efficient.

For many employers, hiring decisions are made by focusing on a variety of sources: applications, interviews, resumes, skill tests and other traditional screening techniques -- each of which has its proven merits. However, background investigations should become part of every employer's standard practice.

Various employment associates estimate that 25-52% of all applications/resumes contain misrepresented information. With the high cost of the entire hiring and training process, employers cannot afford to bring an employee into a job under false pretenses. Any falsification suggests a potentially dangerous character defect that could resurface in another context later. The lack of appropriate qualifications may also mean the individual is not competent to perform the tasks of the position.

Employers face a real threat of liability under the legal doctrine "negligent hiring." Courts are accepting the premise that some facts in applicants' backgrounds should disqualify them for particular positions. A company may be held liable for damages if the employee causes a foreseeable injury to a third party and the court determines that the employer's failure to detect or heed the warning signs was unreasonable. The employer is held responsible for providing a safe workplace for its workers and customers.

Because employees are a reflection of a company's image, all available resources need to be utilized to ensure a good company image and reputation.

Criminal background checks are one of the most important tools available for making hiring decisions and have become a very important contemporary business practice across the nation.

Because of the staggering number of criminal cases and the overcrowded prisons, the judicial system is forced to reduce felonies to misdemeanors, dismiss cases altogether, and give early release to criminals. How many of these people will be working for you?

Certainly we learn from our mistakes but background and past behavior do clearly influence how a person behaves in the future. An employer has an obvious need to know fundamental facts in a prospective employee'' background that may affect his or her future behavior.

These and other facts have led to an inescapable conclusion - employers simply have to take a closer look at who they are hiring. The risks are otherwise just too great!

Outsourcing much of the screening procedures to an experienced background investigative company can lighten the burden and improve the productivity of your staff currently tied down with the application processing.

All employers need to recognize the extreme importance of practicing due diligence by thoroughly researching the backgrounds and qualifications of all perspective employees