More employers have realized that they can prevent hiring employees who commit theft and security breaches. They particularly have become more active in the executive background check process.
What an Executive Background is Versus a Standard Employee Check
Many aspects of researching an executive resemble that of checking out any job applicant. For instance, companies seeking to hire a CEO or vice-president will usually ask for either personal or business references like they would for any employee. The same is true of requesting permission to view credit history and criminal records. However, executive background checks may involve taking time to investigate more than what a hiring manager might hear during an interview or find printed on a resume.
Concerning executive screenings, it perhaps will require supplemental verification, which may include finding out if employment candidates have provided authentic reference contact information. Additional investigation might involve requests beyond the usual two identification forms required by an employer when confirming a name, address, phone number, citizenship and qualifications.
Searches for information in databases not accessible to the public might also take place. Some of this may require an employee applicant’s permission, but certain aspects of verification might not. Either way, the goal of conducting an executive screening usually is to uncover truth that might not appear in everyday search engine results. Data about potential business owners, corporate executives and investment partners might include information about prior employer disciplinary actions, arrest records and embezzlement convictions, or reference character assessments.
Why Executive Background Checks are Usually Necessary
Not everyone tells the truth about where they worked in the past. They also might have exaggerated their skills, abilities, or education and experience to gain a position. These same people might have told employers what they want to hear in the past only to have gained access to proprietary information, client accounts and company holdings. Some of these people who lied to potential employers previously might have already used company resources to make an illegal profit or perhaps have made money after stealing clients from the owner of the company where they last worked.
If a thorough executive background check is conducted, it can stop illegal or unethical activity before it is allowed to transpire. This can save large corporations in upwards of maybe millions or even billions of dollars and will protect assets from lawsuits. Performing executive screenings can also save a company’s reputation and prevent profit loss that could occur when the public becomes aware of criminal activity taking place at a business. Even small, growing companies who might hire an upper management team for the first time could save money as well as prevent reputation damage if they screen all candidates applying for skilled positions.
How Corporate Resolutions Typically Conducts Executive Background Checks
Corporate Resolutions performs both local and global searches on executives. This may include observation of social media interactions in addition to investigating dealings with former project teams, bosses, companies or colleagues. It also might involve evaluation of positive or negative activity within non-profit associations and could include scrutinization of public relations events.
Some executives might even be members of political or governmental teams and have a role in shaping international policy. Without discriminating, Corporate Solutions will use any means of information gathering while adhering to corporate laws and individual privacy regulations. At the same time, professional executive background check teams might look for signs of “whistle blowing” that might involve wrongful confidentiality breaches.
Usually, all background checks will determine the level of trust in a person an employer can have. This includes revelation of any alleged shadiness or inconsistencies that could lead to clues of possible untrustworthiness.