Social Media Scans for New Employee Private Investigations

New employees and resolute staff members who are honest, excellent communicators can have an enormously positive impact on the flow and prosperity of a professional business. Of course, terribly, tardy, dishonest, hateful, bigoted, lazy, narcissistic employees can cause chaos, havoc, and general entropy wherever they go. It would be great if all human resources officers and bosses could wave a magical wand and immediately know who would make an amazing employee and who has too many red flags to avoid. Well, the employment private investigators at our private investigation agency can help you with that!

There are many ways that you can make the hiring process easier with new employees. Taking the time to do proper due diligence beforehand can indeed save you many headaches and hardship later. Some of the best techniques our private eyes use to accomplish this goal and help our clients include, but are not limited to, the following:

Nationwide Civil & Criminal Background Checks 

Criminal and civil background checks are perfect for getting very quick, easy, and inexpensive insights into a person’s legal background. These can provide so much helpful information that any employer or HR director must know about inexperienced staff. Our new hire private detective notes that these types of reports usually include some or all the following information:

1. Full Legal Names
2. Dates of Birth
3. Social Security Number
4. Driver’s License Number
5. Professional Licenses
6. University Degrees
7. Address History
8. Phone Number History
9. E-mail Address History
10. Global Watchlists
11. Names & Contact Information for Family & Friends
12. Political Affiliations/Registrations
13. Judgments
14. Bankruptcies
15. Nationwide Criminal Charges/Convictions
16. Liens

This list above is a non-exhaustive list of things that our nationwide civil background checks and nationwide civil background checks can often show. If you are an employer or member of a hiring committee, can you see why having this information in hand before you interview potential applicants as part of the screening process could be so helpful? Our background check private investigator can often obtain this information for you the same day!

Social Media Scans/Deep Internet Searches 

Social media scans are also perfect for doing a more in-depth screening of applicants for employment or for car accidents, criminals, potential dating partners, political candidates, and more. Indeed, or social media scan private investigator can tailor this special legal service to all types of clients and their needs. Our private detective agency has been running these for many years and can get these for you within a few days.

For pre-employment private investigations, our social media private detective will focus on things related to the job applicant’s general character, criminal history, work/job experience, diversity and tolerance, deleterious job posts, etc. To obtain these, our job applicant private investigator at our PI agency looks for the following pieces of evidence:

1. Compromising Photographs
2. Sex/Dating Site Posts
3. Negative Reviews by Previous Clients/Customers
4. News Stories & Court Dockets Showing Criminal Activity/Behavior
5. Homophobic, Transphobic, Misogynistic, Xenophobic, Racist Online Posts
6. Conflicting Resumes/Work History
7. Negative Posts/Links About Clients/Customers/Previous & Current Employers
8. Job Firing/Termination Information
9. Evidence of Job Hopping & Passing of the Trash
10. Other Civil & Criminal Background Information

As you can see, there are plenty of things that our reference check private investigators from the best private detective agency can find out about someone with a social media scan private investigation. Social media scans collaborate with our firm’s other investigative strategies to help pre-screen employment applicants.

Reference Checks

Another important aspect of due diligence in due diligence private investigations is when our social media scan private detective calls and checks out the references of people seeking employment. There are certain questions that each due diligence private investigator must ask of each person the applicant listed as a reference for her/him/them. These include, but are not limited to, the following:

1. In what capacity do you know the job applicant?
2. How long have you known this person?
3. What was this person’s job position at your company?
4. What was the applicant’s starting and ending salary?
5. What job duties did the applicant perform? Were any of the duties of a supervisory nature?
6. On a scale of 1-10, how would you rate this person’s (insert honesty, dedication, communication skills, etc.)?
7. Has the applicant separated from your company? If so, what was the date and under what circumstances (i.e., fired, voluntary and gave notice, forced resignation, etc.)?
8. If given the chance, how likely on a scale of 1-10 would you be to rehire this individual?

These are just some of many diverse types of questions that an employment private detective might ask of an applicant’s reference as a part of the employment process. Of course, people working in human resources may want to collaborate with the investigator and others on a hiring committee to discuss which specific questions they want included.

It is also important to note that contacting a job applicant’s self-listed employment references is good and well, but what about the ones the person did not list? Were there gaps in the dates that the job applicant seems to have left out? Who at the applicant’s previous and/or current place of work does not recommend the person? Why? No human resources private investigator should ever neglect to fully investigate these key details.

Employee Interviews 

Employee interviews are another area where some HR directors seek to hire a private investigator to help with. Our resolute staff can integrate themselves onto any hiring board or committee as an experienced neutral extra set of eyes. Because they are not regular employees of the business, they can have a clearer view with fewer corporate biases as a disinterested party with nothing to gain or lose from the decision to hire or not employ the individuals.

Document/Transcript/Resume Verification

During the hiring process, our process servers and document retrieval specialists are more than happy to go to courthouses, police stations, universities, and elsewhere as needed to retrieve various employment-related documents. These can help verify claims an applicant makes on a resume or states during an interview, such as university transcripts, certified court records, copies of police reports, and more.

Undercover Employee Investigations 

You can also hire a background check private investigator at our private detective agency near me to go undercover at places of employment and work alongside new and even seasoned employees. By doing so, it is easier to see how they interact with fellow employees, bosses, clients, and others. They can see how well they work with others, if sexual harassment occurs, if they are working hard or being lazy, etc. Our sexual harassment private investigators are extremely adept at securing the best results for our clients.

Credit Reports 

People can get their own credit reports for free, or they may sign forms or give oral permission for companies to run their credit reports as part of employment opportunities, as part of securing loans and credit cards for needed capital, etc. If given permission, our credit report private investigators can help obtain credit reports and scores that can help hiring committees fully understand a job applicant’s monetary responsibility and overall credit worthiness.

Surveillance 

Surveillance is also another amazing investigative technique that our licensed private investigators at our private detective agency can do. Indeed, sometimes clients hire us to go out and watch employees they have already hired to help monitor their activities. Are they working hard or slacking off? Are the crew members on the job site on time and where they are supposed to be? These are all important questions that our legal team can help with providing answers to with photos, videos, and testimony.

Helping People Seeking Work Investigate Themselves:

We get plenty of calls from people seeking jobs who want to hire a private detective to check them out before they send out their resumes. They often opt for a social media scan to see what the Internet has to say about them, and/or they may also request a comprehensive civil and criminal background check to see what it says about their civil and criminal history.

Knowing what your future employers can potentially learn about you online and through civil and criminal checks is crucial. If something bad out there about you online, then you need to get it removed. Some websites even tout companies that can help remove or at least push down negative information about you with reputation defending services. Our social media scan private detective is highly skilled at locating what this information is and promptly bringing it to your immediate attention.

If deleterious civil and/or criminal records keep popping up in your background checks that might scare potential employers away, then you need to have a criminal private detective at our private investigation agency in Del City find out what those are. Our criminal defense attorneys and civil lawyers can help expunge criminal records, seek out pardons, and seal up civil records as well like victim protection orders (VPOs), name changes, etc. If your future employers see it instead, you can bet they will rule you out from job consideration and will simply move on to the next employment applicant instead.

Other future job seekers will even have PIs call their current and/or former employers have to say about them. If current or former supervisors say dreadful things about their future worker, then it is best for the job applicant to not list them on an employment application as a reference. While it is possible that human resources officer may contact the supervisors the prospective job applicant deliberately left off anyway, it might be wisest to leave it off and hope they do not discover those people during due diligence.

Of course, this technique can also backfire, because it will appear dishonest to potential future employers. Another approach is being honest with a potential future employer and demonstrating how the job applicant has changed, grown, and become a better person/employee in the meantime. Both honesty and deception have its pros and cons, risks, and benefits. Just hope they do not hire us to delve into your background!