Vetting and Background checks

At the home-front, just like anywhere else, safety and security are a major concern in today’s world. While interviews may give important information about a potential domestic employee, some people feel the need to have a thorough vetting process  – involving a potential employee’s background.

So while this is a good way to make sure that the potential employee is a good individual, it is important to follow proper, and legal guidelines when dealing with potentially confidential information and privacy issues.  That is why we partner with licensed and qualified companies for this purpose.

Vetting
While it is general practice for most employers to call references and confirm previous employers, vetting an employee delves a little deeper into the applicant’s background.

The vetting process may include looking for prior convictions or jail time, checking references, verifying professional licenses and certifications, and tracking employment history.

Often, these checks are done by professional investigative agencies hired by the companies to conduct the background screening of the job applicant.

Conducting a Background Check
The vetting process usually begins after the candidate has gone through the initial set of interviews. Conducting the background check too early may be a waste of resources and money, while vetting too late may mean that the company will need to find a replacement if there is an issue with the employee’s background.

Before the vetting process can begin, the employee must sign a consent form in which she grants the company permission to investigate her background.