Direct correspondence to Ann Flaherty, The R.D.D. Detective Agency, P.O. Box 794, Pacifica, CA 94044.

A Hidden Past

           One of my best clients learned a valuable lesson last year.  He called me regarding a rash of thefts that were occurring at his small business.  My first questions pertained to the background of the employees and who would be the most likely suspect.  He knew little about the employees, beyond what was provided on their employment applications.  No background investigation was ever conducted on any of them and their employment applications were taken at face value.

           I launched background investigations on the employees who were on duty at the time of the thefts.  The results shocked my client because three of his “best” employees were convicted criminals. Does that mean they committed the thefts?   Absolutely not.  Does that mean they may have a higher propensity for theft?  More than likely, since two of the employees had convictions for theft.

           The lesson here is prevention.  Whether you are hiring an employee, a nanny, or a contractor, you need to know who that person truly is and, sometimes, that is not a simple task.  Running a criminal background check in the county where the applicant resides is not enough.  You need to know where he or she has been for the last 10 to 15 years.  Case in point: this same client had me run a background investigation on an applicant who had provided his identifying information along with his addresses in California.  An investigative search of his address history revealed multiple addresses in Oregon, which were not provided by the applicant.  A search of Oregon criminal records revealed convictions for theft, drunk driving, and assault – over 25 criminal convictions.   This is not what I would call an ideal candidate.  If the addresses in Oregon had not been identified, then chances are his criminal past would have remained a hidden secret.  Due diligence is the key to any background investigation.

           What can the average person do?  Start by requiring that the applicant complete an employment application and require proof of identification.   Use Internet resources to check out the person.  Many counties now have civil and criminal records on-line, and most states allow telephonic verification that a person has served time in a correctional facility.   Run the name through the Megan’s Law web site.  (Go to http://www.fbi.gov/hq/cid/cac/states.htm to find your state registry.)  Call former employers and ask specifically: “Would you re-hire?”  If the answer is “no,” chances are your applicant was not employee-of-the-year and may have in fact been terminated.

           Most private investigators offer a wide variety of background investigations, at a wide variety prices.  Choose a PI who will customize the background investigation to your needs and to the specific position or situation.   Don’t be tricked into Internet specials advertising “nationwide background investigations, $29.95” – you will get what you pay for.  The results of a background investigation are only as good as the person who conducts the investigation, and knowing the truth about someone is one way to protect your business, family, or finances.

Copyright 2005 by Ann Flaherty