An outside agency should be used to conduct the investigation in order to ensure access to records, databases, and an amount of objectivity is obtained. Use the Employee Background Investigation Checklist Template to document each investigation conducted. HRG105-1 EMPLOYEE INVESTIGATION CHECKLIST keeps track of the date completed, if there is a copy in file, and who the reviewer was for each method of the investigation.
The Human Resources Manager should review all investigation reports before contacting the Hiring Manager, and the President, as appropriate, for consultation regarding a hiring decision. Results of background investigations should remain confidential and be shared only on a “need to know” basis. Violations and details contained in the report should not be provided to the Hiring Manager regardless of whether or not the candidate is recommended for hire. If the results of the background investigation uncover derogatory information, the Human Resources Manager should consult with Legal Counsel to determine the candidate’s appropriateness for employment.
- HRG105-2 EMPLOYEE BACKGROUND AUTHORIZATION
- HRG105-3 EMPLOYEE NEW REFERENCES AUTHORIZATION
- HRG105-4 REFERENCE CHECK SURVEY