Require every candidate to complete an employment application. Too often, employers allow applicants to simply provide resumes, which are often scant on details, making it easier to fudge previous employment or other claims. We call resumes “polite lies.” Early in the interview process, ask very specific questions about previous employment: questions about the kinds of projects on which the person worked, the names of supervisors, and reasons for termination can all produce red-flags that may suggest further validation is required. Conduct reference checks with previous supervisors. While many companies have policies prohibiting supervisors from sharing information about former employees’ performance, this information is often still shared anyway. Also, always verify the basic details of employment, including dates and title, with the previous employer’s HR or payroll department. Ensure that the background check includes corroboration by a professional analyst of the identity information provided by the candidate, not just a printout of names and addresses associated with the social security number. Conduct thorough criminal background checks that do not limit the reporting of criminal records to items in the past seven years, except where required to do so by law. In most states and under federal law, there is no limitation on employers’ use of criminal convictions, regardless of age.