There are three ways to look at the cost effectiveness of background checking.
First, it is just plain good business sense to hire people whose
background can be verified as represented and who are well
suited to the job. It helps you avoid potential problems
in the future, and it gives your current employees the
knowledge that their environment will most likely continue
to be good. You measure this in terms of your own Company's
Second, is the plain trade-off of your time vs. the cost
of a specialist like us that can get the results quickly and
deal with the myriad of small problems that constantly crop
up. Our sources, whom we pay promptly so that they make
serving us (and thus you) their top priority, our automation,
and our volume, make it impossible for you to do the job less
expensively yourself if you look at your total cost.
Third, is the avoidance of the cost of negligent hiring and
negligent retention law suits. That cost not only includes
your legal bills, but all of your staff's time in the
preparation of materials for defense of the suit, and your
own time in the whole saga. You know your costs for these
things better than anyone else. We have never had a
prospective client decide not to screen because overall,
it was less expensive to be sued.
TWO HIDDEN COSTS:
If you cut corners and purchase background checking records from a vendor who
sells you stored data from CDROMs, Magnetic Tapes, or large compiled databases,
you run the risk of a large Federal fine for violation of FCRA Section 613 (2).
We sell ONLY freshly retrieved data. The amended law empowers each State's Attorney
General to enforce the Federal law through their State Labor Department. A normal
audit of personnel records for any reason would reveal your company's use of
The FCRA particularly provides for civil suit penalties on behalf of an employee
who was damaged by illegally acquired information.