Stealth Private Investigations has access to billions of public and proprietary records on people, businesses, and their assets.

Find anybody, anywhere in the USA–with the:

         – MOST Information,

         – BEST Data Sources, and

         – FASTEST Delivery

Individuals and companies may request a background check for a variety of reasons. Some of the most common reasons concern pre-employment screening, pre-business screening, bad debt situations, divorce situations and many other personal queries.

Background Investigation may include these areas:

– Liens & Judgments

– Summary Report

– Bankruptcy

– UCC Filings

– People at Work

– Drivers Licenses

– Vehicle Registrations

– Property

– Watercraft

– FAA Pilots, FAA Aircraft

– Professional Licenses

– Florida Accidents

– Voter Registration

– Hunting/Fishing Permits

– Concealed Weapons Permits

– Associates

– Relatives (3 Degrees)

– Neighbors

– Criminal Records

– Sexual Offenders

Make a decision based on facts. 

Stealth Private Investigations Inc.

Male, Female and Spanish-Speaking Investigators

Fort Myers FL (239) 464-1815 * Sarasota FL (941) 870-1965 * Miami FL (305) 590-8453

SOUTH FLORIDA

DETECTIVES.COM

Individuals and companies may request a background investigation for a variety of reasons. Some of the most common reasons concern pre-employment screening, pre-business screening, bad-debt situations, divorce situations and many other personal queries.

Most background searches include some or all of the following areas:

–        Identity checks via data such as Social Security number.

–        Criminal and civil history reports.

–        Motor Vehicle Reports.

A Social Security number (SSN) and address with phone number search are a fairly elementary and basic kind of identity verification. Criminal records checks can involve a single county, multiple-counties, state, multi-state, federal and international. Civil reports could indicate civil lawsuits involving the individual.

Motor Vehicle Reports can show state and license status. Prior work history, accreditation, and education history are often verified for truthfulness and accuracy. Workers compensation, unemployment claims, and bankruptcy filings can also be of some importance for some searchers.

When should I initiate the background check?

In most cases, it would be unrealistic (and expensive) to run a complete and thorough background check on every applicant as the first step in the hiring process. Most organizations prefer to wait to run the background check until they are ready to extend an offer to the job candidate. This may make the most sense for your organization, but be sure you consider all the factors.

While waiting until the last minute minimizes the overall number of background checks run, it doesn't necessarily minimize the overall cost to the organization. It is typically mid- and upper-level managers that are involved in interviewing candidates and weighing hiring decisions. Both the dollar value and opportunity cost of their time is significant. Third-party and standardized testing tools can also represent a significant cost. By waiting until the last step to validate the information with a background check, individuals who misrepresent themselves have already cost your company a bundle of valuable time and money.

Another concern with running a comprehensive background check as the last step in the process is that it can encourage taking shortcuts. Many organizations feel that they will lose good candidates if they must wait 24 hours for a proper background check. Some employers choose to cut corners and utilize instant background checks, or worse, forego screening altogether. Instant checks offer no oversight and no auditable paper trail to even estimate the reliability of the information.

The “best practice” recommendation for companies that feel they must make the offer immediately is to use a conditional offer letter, contingent upon satisfactory completion of the background check. This allows the employer to bring the individual onboard right away while the background information is properly validated. Don't fear the scenario where you must dismiss an employee who has already begun working. If the proper questions have been asked of the candidate throughout the process, the background check is simply validating the answers to those questions. An employer should feel no remorse for having to dismiss a new employee after a few days because disqualifying discrepancies are identified in the background check. When done properly, the discrepancies will be validated and the applicant will have had ample opportunity to dispute any inaccuracies. A candidate that has provided misleading information or lied outright during the interview process has no basis to criticize this decision.

Your organization will benefit by waiting a day to conduct a proper, compliant background check.