I ran into an interesting situation the other day involving employee background checks.
We had an associate found guilty of employee theft. It was a pretty open and shut case. We followed our company procedures to the letter, and the end result was that we terminated this employee. She was not prosecuted, but we did require restitution to be paid to us to make up for the losses she incurred.
We didn’t think much else about it. In an unrelated matter, or so we thought, a few months later we were in the process of promoting one of our employees to a management position. They would have keys to the building, safe codes and alarm codes.
As per our policy, we ran a background check before the promotion was to go through. One of the points on the employee background check is address verification. The employee’s current address was different than the one we had on file from his application.
While this was not unusual in and of itself, there was more that this background check revealed. On the list of known residents of that address was our previous employee that we had terminated for theft.
Had it not been for the background check, we would never had reason to question this employee or his motives.
This is just one of the reasons why running an employee background check has different advantages and looks for different criteria than a pre-employment screening might. Because his move was recent, the pre- employment screening would not have turned up the connection with this employee.
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