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TruDiligence – Your Trusted Employment Background Check Company
The average cost of hiring a new employee is almost $4,700.
That’s according to the Society for Human Resource Management (SHRM), which highlights that everything from placing job listings to the time – and software – you use when considering your applicants all adds up. Worse yet, that $4,700 figure doesn’t cover all of the “unseen” costs that go into welcoming a new employee into the fold. Every hour a department head spends with your HR team or interview you hold with a candidate takes time away from other tasks, all of which adds up.
The reality is that you may end up spending between three and four times the salary for a role just to find somebody.
Now, imagine that you’ve invested all of that money, only to later discover that your new hire has a criminal record or that they’ve falsified their employment background. Now, you’re back to square one – trying to find a new candidate for the role.
That’s where employment background checks come into play. Good background checks highlight criminal records, expose job applicants who’ve faked their details, and ensure the past job titles you see on a resume are accurate to the candidate.
With TruDiligence, you can conduct background checks that are accurate and compliant with all industry regulations, ensuring your candidate pool is filled only with people who are fit for the role.
Why Do Pre-Employment Background Checks Matter?
We’ve covered a handful of reasons why background checks matter to your business. They save you money that you might otherwise waste on interviewing and hiring candidates who are hiding secrets from their past. Plus, they paint a truer picture of what an applicant has to offer to your company, again helping you to find the right person for the job.
Now, let’s dig into more details.
Discover an Applicant’s True Employment History
Lies are commonplace on resumes.
It may be a joke among applicants that lying on a resume is expected, but you may not know the true scale of the problem. According to a survey conducted by ResumeLab – which quizzed 1,914 people – a staggering 70% of applicants claim to have lied on their resume.
It gets worse – 52% of those people say they’ve lied about their past responsibilities and job titles, with 45% saying they’ve been less than truthful about the number of people they’ve managed. In short, the majority of resumes that pass across your HR department’s desk will contain at least one lie, with about half of those resumes containing lies about the candidate’s employment history.
That’s why pre-employment background screening is so vital.
Though many associate conducting background checks with looking into a candidate’s criminal record, they’re also critical for employment verification. You need to know if a candidate is telling the truth about what they’ve done in the past because it’s only then that you can figure out if their skills and experience make them a good addition to your team.
Proper pre-employment screening ensures you get accurate information about a candidate’s previous employers. Plus, it can extend to checking the professional licenses and certifications that the candidate claims to have, if relevant.
Find Out if an Applicant Has a Criminal Record with a Pre-Employment Background Check
Having touched on criminal records above, it’s worth digging into how criminality affects your hiring process.
In a 2022 CNBC report, it was revealed that almost two-thirds (64%) of unemployed men in their 30s have criminal records. Of course, this study only examines a small percentage of the population, but it’s still shocking to discover how many of your potential candidates may have committed crimes in the past.
Understanding the nature of a candidate’s criminal convictions helps you to make a hiring decision.
For instance, your company may be wary of hiring people who’ve been convicted of thievery or burglary because hiring somebody with that conviction represents a threat to your business. Given that 75% of people admit – albeit anonymously – to have stolen from an employer, that’s a legitimate concern to have. You’ll also want to know if a candidate has committed more serious crimes that could make them a threat not only to your business but also to the people working inside it.
The list goes on.
Financial institutions will want to know if a candidate has a criminal history related to fraud. Companies that work with children need to know if applicants are on the sex offender registry. All of these factors play into your employment decisions.
Criminal background checks – which are usually part of pre-employment screening services – ensure you cover your bases in this regard. Depending on the extent of the check, they’ll scan national criminal and sex registry databases for evidence of federal crimes, as well as county criminal databases, all while following relevant legal regulations.
Protect Your Company’s Reputation and Prevent Negative Press
Imagine that you choose not to conduct a criminal background check, leading to your business hiring somebody who has committed a terrible crime that was hidden from you on their resume.
That’s obviously an issue internally. If and when the truth comes out, you may find that many of your employees are uncomfortable working with somebody who’s committed a major offense. That could lead to valued employees deciding to move on, creating a bigger cost burden for your business because you now have to invest in a new hiring process.
But think about how that unfortunate hiring decision makes your company look to your potential customers.
It may highlight that you don’t run comprehensive background checks, creating questions about your professionalism. Plus, you might find that some clients simply can’t justify working with your company, assuming the nature of the applicant’s offense is serious enough.
Of course, none of this means that hiring people who’ve committed crimes should be off the table for your company. But you need to have all of the facts available from a background check report before you move forward. Having the facts means you can determine how a hire might impact your company values and reputation.
Simplify Your Hiring Process
If you feel like you could improve your hiring processes, you’re not alone.
According to HR Morning, 71% of hiring managers think that their HR departments need to put some work into improving their recruitment procedures, with efficiency and simplification earmarked as key areas of improvement.
With background checks, that improvement begins with the screening process. Think about it like this – an average of 118 people apply for every open position in the United States. Of that 118, only 22% manage to obtain an interview, though that still means that a company will speak to between 25 and 26 of its applicants.
Each of those applicants who has an issue that could have been caught by a background check – be it criminal or past employment-related – represents several hours of your company’s time wasted. It also means that applicant spends too long clogging up your hiring systems, creating complications that don’t need to exist.
When you use background screenings to go beyond each applicant’s resume, you’re able to discard all of those who’ve lied or otherwise tried to mislead your company during the application process.
A more simplified hiring process that ensures your business doesn’t waste time on candidates whom it would never want to hire.
Improve the Quality of Job Candidates
Building from the above, having comprehensive background checks doesn’t just ensure that your hiring process weeds out those who aren’t good fits for your company, whatever the reason may be.
Your checks can also serve as a deterrent to candidates who might consider lying as part of their applications.
If a candidate knows that you conduct background checks to help you make hiring decisions, they’ll understand that the check run on them involves verifying the information they’ve provided. They’ll know you’re going to dig deeper than their resume when it comes to their work history, and that you have access to online databases that will reveal information about them that they’d rather hide.
All of this is good news for your business.
When undesirable applicants know that they’re not going to be able to pull the wool over your eyes, they’re far less likely to apply for the jobs you have available. You minimize risk to your company and save time because your candidate pool is filled with people who aren’t afraid of your checks, meaning they’re more likely to be strong applicants who have nothing to hide.
What We Cover with Our Background Screening
As you can see, there are many benefits to employment background checks. They save your company money – both by creating a simpler hiring process and ensuring your candidate pool is filled with people who are good fits – and they protect your organization’s reputation.
Now, let’s dig into specifics.
Here’s a sample of the many services that TruDiligence offers that help you to close the hiring vulnerabilities that may exist in your business.
Social Security Number Tracing
Every good background check starts with one thing – identity verification.
In other words, is the applicant really who they say they are?
Using a vast resource pool that includes over 400 databases – including those operated by national credit bureaus – we investigate to ensure the Social Security Number (SSN) a candidate provides actually belongs to them. These checks also reveal if the candidate is operating under an alias (or has in the past) and allow you to verify whether they’ve provided you with their correct address.
Finally, your background check report reveals the state and authority that issued the SSN – vital for uncovering fraudulent activity involving people applying for jobs using other people’s credentials.
With an employment background check, there are three things you want to learn about your applicant:
- Is the information they provided on their resume accurate?
- What were their dates of employment?
- What position did they hold?
Typically, this isn’t information that can be verified using public records. Instead, we go beyond speaking to the personal references the candidate provided and contact every place of employment they claim on their resume. This helps you verify the key details while ensuring you hire only trustworthy employees for your company.
As mentioned, 70% of people have admitted to lying on their resumes. Of those lies, 11% relate to educational history. Applicants may claim to have attended a school they didn’t actually attend, for example, or claim they have a certification that they haven’t actually earned.
As with our employment verification service, our education verification involves getting in touch with each school, college, and academic institution mentioned on an applicant’s resume. Consider this service as a set of reference checks to confirm that the dates, institutions, fields of study, and qualifications an applicant claims on their resume are legitimate.
Criminal History Information
When conducting background checks, we look at two things – arrest records and court records. We can also break these searches down to criminality handled by federal agencies and issues – such as misdemeanor convictions – at the county level.
On the federal level, we research the applicant using a public access system, going court by court to check for cases relating to the candidate. On the county level, we check the records held at the first two levels of court for the relevant county – district and county – with the option to also check municipal courts for an additional fee.
Looking into an applicant’s credit history is important for two reasons.
First, a credit report is a good way to check a candidate’s identity, which is one of the reasons why we’ll speak to major credit bureaus when confirming an applicant’s SSN.
Second, consider the possibility that your new hire is expected to handle money or project budgets as part of their work. A certain level of monetary responsibility is required, with a glimpse at the candidate’s credit history often revealing whether they have sufficient personal budgeting skills for you to trust them to handle financial tasks on a professional level.
Note – all credit checks are done in accordance with the Fair Credit Reporting Act.
Does the role you’re offering require the candidate to have a commercial driving license (CDL)? Or, is driving a critical part of the role, meaning you only want candidates with clean driving records to ensure the utmost safety for the people or cargo the driver is expected to transport?
Enter our driving record checks.
We provide a detailed list of a candidate’s driving infractions – delivery varying on whether the state requires the signing of a special release form – so you can see that the person you have behind the wheel is the right person for the job.
OFAC Terrorist Checks
The U.S. Department of Treasury operates The Office of Foreign Assets Control, or OFAC.
Think of OFAC as the enforcement agency behind all American trade sanctions, with a specific focus on terrorism, narcotics traffic, and those engaged in the manufacture or creation of weapons of mass destruction.
Why does this matter?
TruDiligence researches OFAC databases to ensure every hire you make is in accordance with the United States Patriot Act. All searches are conducted on a per-name basis – you provide the candidate’s name, and we conduct the search – and involve examination of over 1,500 entities and lists to ensure your candidate doesn’t have ties to terrorism.
Operating with a network of 10,000 collection sites nationwide, TruDiligence provides both Department of Transportation (DOT) and non-DOT drug screening services.
For DOT tests, we run five-panel tests that look for traces of the following in an applicant’s system:
Non-DOT tests can be more rigorous, expanding to 10 panels that cover all of the above plus the following:
We typically deliver test results within 24 hours – presuming your test site is within our network – and can customize your drug screening panels to suit your business.
Why Choose TruDiligence as Your Background Check Provider
The above is just a sample of the many pre-employment background checks we can run on behalf of your company. There are many more – some offered as part of our standard packages and others purchased separately – that you can discover via our pricing page.
All that’s left is to answer one question:
Over 30 Years of Experience
For over three decades, we’ve provided our clients with crucial information that helps them to make better hiring decisions. We’re experts in what we do, as demonstrated by the fact that we currently carry an A+ rating with the Better Business Bureau.
On top of all of this experience, our CEO – Jerry Nielsen – is a member of SHRM, which is a society of 19,000 members who are dedicated to proper human resource management. We understand the challenges you face in the hiring process and offer screening services that streamline a key aspect of that process.
We Comply With All Applicable Laws in the Background Check Process
Every check that we conduct on your behalf complies with local laws, as well as national laws, such as the Civil Rights Act and those put forth by the Equal Employment Opportunity Commission.
We also carry both Errors and Omissions Insurance – valued at $2 million – along with General Business Liability Insurance, with certificates available on request for both. TruDiligence has never been sued or had a complaint for unfairness filed against us, proving that we’re the right company for all of your employment background check needs.
Going paperless saves you money, speeds up the receipt of your results, and allows your company to maintain its commitment to its environmental responsibilities.
That’s why we offer paperless processing.
Our system also eliminates the need for manual data entry – reducing human error in the process – and simplifies your testing procedure. You simply distribute a hyperlink to your candidates and we handle the rest from there.
TruDiligence is officially credited by the Professional Background Screening Association (PBSA), which represents – and oversees – over 880 background checking companies in the United States.
With that accreditation, you can feel confident that every check we conduct complies with the standards set by the Background Screening Agency Accreditation Program (BSAAP) and that we’ve passed an on-site audit, conducted by the PBSA, to ensure we follow BSAAP guidelines at all times.
No Contracts Or Setup Fees
At TruDiligence, we don’t tie you into costly monthly accounts, have no minimums for checks, and charge no setup fees.
You simply set up an account and place orders at your discretion, meaning you only pay for us when you need us.
Would you like to learn more?
Speak to one of our experts today to discover how our PBSA-accredited employment background check company can help you find the right people for your business.
- SSN Trace
National Criminal Database
National Sex Offender
OFAC (Terrorist Watchlist)
- SSN Trace
1 County Criminal
National Criminal Database
National Sex Offender
OFAC (Terrorist Watchlist)
Instant – 72 hours
- SSN Trace
7-year County Criminal
National Criminal Database
National Sex Offender
OFAC (Terrorist Watchlist)
- Instant – 72 hours
*Variable third party fees may apply. Call for details.
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