Integrated Security Services, Inc., New York

The Difference Between Due Diligence and Traditional Background Checks

09 Jun

Joe Campbell/flickr Joe Campbell/flickr

You don’t want your company to face the risk of an unsavory new hire or business partner, yet you might have some reservations about performing a background check without their knowledge. Alternatively, due diligence offers a feasible option for gathering information while securing the candidate’s consent.

Making the decision to hire a new employee or start a joint venture with another company is never easy. One wrong move could deal a crushing blow to your office morale or company’s bottom line. So even if your prospective hire or business partner seems like an ideal choice, you should always err on the side of caution.

Driving any background check is the goal of a long and prosperous business relationship. A potential employee or partner will hopefully come to represent your company’s best interests, and as such, their past is of the utmost importance.

For example, if an employee with a criminal history ends up harming a customer, it unfortunately turns into a permanent stain on your company’s record.

While any form of a background check is better than nothing, it never hurts to weigh your options. Though most background investigations are completed without the consent of the inspected party, taking due diligence offers a more diplomatic alternative, according to SearchFirst.

Due diligence investigations are voluntary, and have become the norm in the business world, so any worthy candidate should be more than willing to comply with your request.

What Cooperation Can Provide

Your investigative process should begin early to ensure that your company doesn’t end up wasting an excess of time and money. In the case of a potential employee, you can make efforts to verify the information on their resume, while vetting a potential partner company can include consulting their former staff members.

And if anything unseemly comes to light, bring it up directly with the concerned party, thereby giving them a fair opportunity to respond.

Even if the subject of your investigation passes this initial stage with flying colors, you’d nonetheless be wise to dig deeper. Still, credit checks, drug tests, social media research, and criminal background searches can often feel invasive when done without the knowledge of the person or group being investigated.

As a result, it’s equally helpful at this point in the process to reach out to the subject of your search and directly request more information.

Ideally, your candor will encourage the candidate to be more honest and forthcoming about their past. If you express confidence in them, yet ask them to share more about themselves, chances are that they’ll be able to more easily address your suspicions.

Who to Contact For Help

Of course, background investigations, whether they involve due diligence or not, require the help of an outside party. While it’s essential to establish a level of trust with the party in question, it’s also important that you keep the faith in those doing the research.

Integrated Security Services’ team of private investigators understand what’s on the line for you and your company’s reputation. We take our work seriously, and will actively collaborate with your whole team to provide all the due diligence and background investigations you may need.

Whatever type of search you desire — agreed upon or covert — we promise to keep the process efficient and professional at all times. We can encourage candidates to remain open if they’re willing to cooperate, and our team’s talent for tracking down and sorting through data will provide you with the best business opportunities.