Not only do logos get updated to keep up with the times, so do those little sayings that come out of the mouths of parents beginning when their children are at a very young age. They apply to work as well as life and are a call for everyone to conduct some level of due diligence.
For instance, consider “Watch out for a wolf in sheep’s clothing.” No longer is ours an agrarian society so the adage updated to “Don’t judge a book by its cover.” Now, we have “stranger danger” and a general suspicion that means “trust must be earned.”
Now items are routinely ticked off the HR due diligence checklist as applicants are considered. Now, the interviewing process can include a background check. What used to apply mostly to executive-level applicants has expanded to include potential hires at just about all levels – and in all industries.
A due diligence investigation for hiring could include a variety of inquiries, including:
- Credit report
- Court and police records
- Financial records
The depth of inquiry in the due diligence process may depend on the position and the responsibility and exposure to confidential or financial records. has conducted due diligence investigations for a wide spectrum of industries and levels. Why different levels?
- Executives may be privy to confidential business data and plans.
- Custodians may have keys to every work area – including research and development.
- Accounting clerks have access to financial and banking information.
- Administrative assistants have access to personnel information.
- HR clerks manage payroll, insurance and financial information for employees.
There is every reason to perform due diligence inquiries when hiring for just about every position in a company. You might not know the person well enough to think you can make a trust judgment, but you will have a good start with professional due diligence services.
-Brenda McGinley, CEO, All in Investigations, All in Investigations