In today’s competitive job market, applicants are highlighting the skills and qualifications that will allow them to stand out—and secure that coveted position. But can you trust what they say is true? Sadly, resume padding (and outright lying) is a common tactic. Common examples include exaggerated employment histories, fake references, false academic credentials, stolen social security numbers, and more. And what about those important (and potentially detrimental) details that may not be disclosed on a resume or in an interview, such as drug use, hidden aliases, a negative credit history, civil judgements, or even a criminal record? If you’re not careful, you may be leaving your business vulnerable, risking lost productivity, damage to your company’s reputation, and potential legal consequences. Thankfully, background checks, and other employer best practices for new hires, can help mitigate these risks. Read on to learn more. 

Standardized Hiring Procedures

Having a clear understanding of the job requirements and criteria is key for both applicants and human resource departments, to remain objective and streamline the hiring process. According to Upwork, standardized procedures can also reduce the likelihood of hiring bias, or “making a judgment about someone based on superficial factors like gender, race, physical abilities, or other personal characteristics unrelated to their qualifications or job performance.” Following a set system across the board, including screening potential new hires, can help protect you from unintentional or unfounded legal accusations that may arise, by making sure everything you do is equitable, impartial, and based on documented facts.

Employee Referral Programs

Implementing a recruitment strategy that includes an employee referral program is a simple way to attract quality new hires. According to Indeed, “Employee referrals produce candidates who perform better and stay with companies longer,” noting that, “Good employees often make a habit of surrounding themselves with other highly capable professionals.” A referral program can encourage employees to share open positions with qualified contacts in their network, saving both time and resources when hiring. To create an effective employee referral program, Indeed recommends “providing incentives for referrals, such as bonuses and contests, so you can create excitement around the program.”

Comprehensive Screenings

When it comes to hiring a new employee, what you don’t know can hurt you and your business. If you want to make informed decisions and enjoy the highest degree of confidence when hiring your next employee, VerifyProtect is here to help with a wide variety of comprehensive screening services, including:

Since 1988, VerifyProtect has been a leading provider of employment screening services that help companies small and large hire great talent. Visit our website for more information, or contact us today to get started!

VerifyProtect delivers first class Employee Background Screening services nationwide. We save you time with fast, personal service and unquestionable results, utilizing advanced technology, and reviewed by a trained professional, not an AI bot. Our experts will ensure that your background check program integrates seamlessly and affordably into your hiring process. Visit WWW.VERIFYPROTECT.COM today to learn more!


Kristina Taylor
In 1989, Kristina began her career as a customer service representative at the newly formed American Tenant Screen, Inc. Ten years later, she pioneered tenant background screening on the Internet. As a long-standing member of the National Multifamily Resident Information Council (formerly the National Association of Screening Agencies) Kristina gains insight into the trends of the tenant screening industry to better understand the current and future needs of their clients.

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