Pre Employment
Background Checks

Check First

Employers of all sizes are liable for negligent hiring and negligent retention if they fail to check an employee's background when they should have. Workplace violence and other "acting out" behaviors that have occurred before are likely to occur again if the circumstances are right. You just cannot tell about someone's background from an interview, the "old boy network" or common references. Background checks are now a key part of employee hiring that is legal, effective, and prudent. Employee and potential employee backgrounds should be checked out using a reputable search firm like Diligent Data Service. Our prices are competitive and our quality is the best. If your applicants have job related problems in their backgrounds, you need to know.

Check the Right Positions

Background checks should always be based on the position. They are most important for jobs involving public contact, health care, work in people's homes, significant levels of responsibility, driving, handling money, and caring for children or the elderly.

Be Thorough

There are some things you may want to do yourself and we will help you figure out what they are. After that, here is some of what we offer so that you can tailor your background check to the job, your budget and the applicant:
  • Criminal Convictions by County, State, Federal District or Metropolitan Area.  Considering the importance of the position, you will want to check for convictions where the candidate has lived over the last five to ten years.  Checking two to three past addresses would be typical.
  • Driving/Motor Vehicle Records (particularly if the employee may be driving a company car or you are concerned about DWIs).
  • Verification of Education (About 30% of applicants lie about some aspect of their education on a resume).
  • Professional License Checks.
  • Address Verification based on Social Security Number(an important check to verify that your applicant is not using someone else's SS# or address). Note that this search is not from the government, but is based on specialized databases including credit bureaus, loan companies, banks, etc.
  • For more information on what should be included in a background check, see our Frequently Asked Questions.

    • Use a Quality Service

    Check other companies and find out where they are getting their information.  Are their sources up to date? (ours are)  Are they relying on databases? (Our searches are "hands on" when possible and use the most current information sources available). How long does it take to turnaround your requests?  (Our turnaround times are some of the fastest in the industry) How are their prices? (Check out our prices here) Do they work full time at this? (we do)  For more information, check our Frequently Asked Questions. Then, call Diligent Data Service to get the kind of high quality background checks that you need.  Background screening is important, so we'll make sure you are comfortable with our service.
       

    Ordering a Background Check (it's simple):

      Read our disclaimer before ordering searches.
      An Applicant Release must be completed by the applicant.  You can use our Applicant Release or your own if it is a full page release that is compliant with the FCRA.
      Complete a Diligent Data Service Order Form.  Fax your order directly to Diligent Data Service at 518-371-6336 or call us at 518-399-3069 for more information.

     
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