Accessing Public Records allows individuals to conduct a more thorough background check, including a criminal check, on anyone they wish to work closely with.
To the staff at PeopleSearches.com, this simply is common sense.
Would and should you feel 100% safe leaving your child with a child-minder who is a stranger to you and your family? Should you feel 100% safe entrusting the keys to your business to a stranger? Quite categorically, NO, you should not, regardless of how good their references are.
Every day, hard-working intelligent individuals are duped by people that they choose to trust. It helps to remember that individuals who make a living out of crime are professionals. And while a trustworthy person is looking to build a relationship of trust, an unscrupulous individual is looking for ways to give them reason to trust.
Let’s say you decide to hire a Personal Assistant or a Sales Rep. or even seasonal office support.
Or perhaps you hire a new nanny or a personal trainer. You really only have two options: 1) to stop at the professional reference checks or 2) to conduct a criminal check as well. Today, you want both the reference checks and the criminal check.
Here’s an example of what can go wrong. A Regional Sales Manager was hired on through a recruitment agency. As per industry practice, the employer conducted satisfactory written and verbal reference checks. Five months later, the manager was discovered destroying sales receipts and falsifying VAT amounts. This is a classic example of where the employer did the right thing, but still gets short-changed by a dishonest employee. What did it cost the employer? Lost revenue and reputation, and the added embarrassment of having clients approach the CEO to discuss billing discrepancies. What bothers me personally is that the criminal activity of this employee went undetected for five months. What if the crime was not theft but sexual molestation? What would it cost the parties involved then?
PeopleSearches.com provides, at a small fee, firsthand access to a person’s real identity and authentic credentials, including:
- personal data (eg. full legal name, date of birth, current and previous addresses, contact numbers, marital status)
- educational records
- business status
- bankruptcy declarations
- criminal records, if there are any
Do be the employer who informs all potential employees that as part of your standard practises, you need to properly vet all candidates and this includes a criminal record check.
Does not be the person that says after the fact, that you had always felt there was something amiss.