Jean L. Serio

Hiring the right people is one of the most important things a business owner will do. That said, it's important to follow the hiring process through, rather than hiring the first person interviewed - with few questions asked - no references checked.

Today's job applicants are smart and interview savvy. Like it or not, they may have checked you out before arriving at the interview. Even if you're just starting, there are many places they can gather public information about you and your business. Places such as Google which are perfectly legal.

If all this information is available about you, what can you do to verify them and their background? Don't hire before doing the following 3 Important Things:

Check with at least three of their past employers -

Have a formal application to be filled out. Go to an Office Depot or business stationery store and purchase the appropriate forms if you don't have them. Once it's filled out, the applicant signs it. By doing so, they also agree that all information provided --statements made -- are true. Once you receive the applicant's resume, attach it to the application form.

Unless the statement, at the bottom of the job application they've signed, is also a release allowing you to check out past employers, you should purchase a release form at an office supply store. And have each applicant sign one. While current U.S. Employment Laws won't allow you to verify anything more than an individual's employment history, at least you'll know whether or not they actually have the experience claimed.

Call or send a letter, including a copy of the signed release, to past employers. This allows you to verify job titles and dates of employment. And you can also verify who they worked for. Companies fill it out, sign it and mail it back to you.

One of the common things many job applicants do is "fudge" work history. While this may not seem a serious thing - it is. When someone lies on a job application what else will they lie about? And would you feel comfortable entrusting your business, your money, your assets over to someone who may have outrightly lied on a job application? Most business owners wouldn't.

Checking previous employers helps, but talking with their last supervisor, about their last job, can help tremendously. Call their previous supervisor and describe the job your're considering the applicant for. Then ask "is this something along the lines of the job they previously performed?" Strictly speaking, this open ended question gives the previous supervisor opportunity to discuss the job, rather than the employee who performed it. Taking this direction keeps you within legal employment regulations, plus can tell you whether they actually do have the experience, or skills, they claim.

While there are U.S. Employment lLws regarding what you can and can't ask a previous employer, one you can ask is "Are they available for re-hire?" A "yes or no" answer is all they can provide. If they hedge, or hesitate, the answer they finally give may mean there were problems, which legally, they cannot discuss. And take heed if the answer is an emphatic "No". And don't go down that road.

Check all references -

On the application form there will be several lines for an applicant to provide references. These references can be other people they've worked with, personal friends who know their work, or associates from groups they are a member of. Never ignore calling and chatting with these people. Friends and associates are more likely to give you the real low-down on someone. A couple of calls to references can provide you with more personal information than any past employer could have provided.

Do a credit check -

Today it's easy to find and hire a company to do a credit check for employment purposes. And this is what many companies are taking the time to do. Fees range from simple to expensive, depending upon the amount of information you need.

If a prospective employee is deep in credit card debt, and has failed to pay, the company probably wrote the charges off; this shows up as "charge-offs" on their reports. Consider each situation. It's one thing for an individual to make late payments, another for them to have failed to pay at all. Keep these things in mind when you're planning to hire this type of person to handle your money and assets. And there's some question about whether or not, or if you are required to tell an applicant they weren't hired because of a poor financial credit check.

If you don't want a credit check, you can have a background check done. Part of what this includes, in the U.S., is a check with the registry of motor vehicles for such things as fines, loss of license, accidents, driving while intoxicated or on drugs. It also includes arrest record and any other legal situations that may be "on record" and available as public information. Knowing this information is especially important if the job requires driving a company vehicle. If so your company is required to include them as a driver on your business insurance policy.

Unfortunately, an individual with a questionable driving record (1) can't be insured; or (2) can be -- but at exorbitant rates and (3) if they have several DUI citations (driving under the influence), you're taking your life and that of any customer or other employee they may be driving, into your own hands. And bottom line: you can be legally and financially held responsible.

When it comes to an arrest history, think seriously and weigh your situation before hiring someone with one. It's one thing to have been arrested for a college prank, or inappropriately arrested - charges dropped - another for selling drugs. Background checks also include other legal info such as lawsuits, divorce, garnishments for failure to pay child support, other garnishments of salary to pay a debt, for example.

Here are several important reasons it's essential to check the background of an applicant are:

* You're hiring them to do bookkeeping, make deposits, run your cash register or otherwise handle your money.

* You intend to give them keys to your business. Perhaps to manage it. You're letting them open, run and close your business. In otherwords, you'll be trusting them with cash, expensive equipment and all other assets you and your business own.

* Perhaps you're hiring them to to visit a customer's home; negotiate and draw up contracts, take payments from customers.

* To drive a company vehicle in order to pick up merchandise, do errands, pick up or drop off customers or employees. * You're hiring them as a salesperson, customer service representative or otherwise interact publically, or privately, with customers.

In any case, you'll always want to verify a prospective employee's background. Each situation considered separately. And remember, honest applicants want you to check them out. Those less honest provide you with bogus, uncheckable information hoping you'll take their word for it, and never make calls to those phony past employers. Your employees are part of the foundation of your business. Keep it solid by hiring the right people.

Copyright 2006 Jean L. Serio. Are you one of the 1.2 million women tired of working the 9-5 grind, sick of worrying about making ends meet? As you know, starting your own business still remains one of the best strategies for providing you financial freedom. Discover how to start up your own business, today, with your own step-by-step Action Plan. Plus, to ensure you receive all the details FREE, and learn how to harness the power and resources you need to start, first sign up for your Free Newsletter, "Start Up a Business Today" and receive your Bonus Report "5 Mistakes Women Make Starting a Business". Go to www.womensmarketingandbusinessnetwork.com "We help you make it happen!"

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