Screen potential employees as adequately as necessary and in accordance with state laws for the position they will hold in light of the degree of exposure to the public, co-workers and customers. Determine the risk factor for various positions. Job descriptions should be crafted with regard to the potential for the employee coming in contact with third parties. Then the scope of the background inquiry should be assigned. Adopt a mandatory investigation policy.
Consistency is the key to success.
Not only does a standard approach ensure the organization will follow its stated policy and pursue its goals, it also reduces the odds of a lawsuit. Verify all employment and education claims. Utilize skilled interviewers. Document phone conversations with a candidate's prior employers even if the only information they offer is the employee's position and working period. Include in your record the questions asked even if they weren't answered.