Public Background Search – Top 3 Pointers

Conducting a public Background Search

on potential employees and people you deal with is extremely important. Too many people have fallen victims to scheming persons and people who pose as something else and then get away with anything from equipment, money, and of course, one’s time. Employers have often been blamed by their own employees during negligent hire lawsuits for poor hiring procedures which did not include a public Background Search on applicants. Landlords have many times regretted not having performed a public Background Search on the people who came to rent their place, and who later on proved to be people with violent tendencies or bad credit history.

The stakes are incredibly high these days if you do not want to have as an employee or tenant a person with prior convictions or a history of sexual harassment.


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Public Background Searchs have become compulsory,

because first impressions count for nothing. Whether you are a company owner looking to hire someone, a landlord performing a public Background Search on a future tenant, or a parent checking out a babysitter, here are three essential pointers on how to conduct an effective public Background Search on people.

1. Remember to ask for references for your public Background Search.

When interviewing a potential employee, do not be content only with their credentials and the professional tone they have in their voice. Instead, make sure you start your public Background Search by calling up the people whom they listed as references. These references should be people whom the candidate presumably trusts to give information about his past performance during a public Background Search. You can talk to these references at length and inquire about their views on your candidate’s past, work ethics, weaknesses, and any other aspects relevant to your public Background Search. Be sure to verify that these references are exactly who they say they are, work where they claim to, and that they are not related in any other way to the applicant except professionally.

2. Let the applicant know you are carrying out a public Background Search

on him or her. You can do this by asking the candidate to sign a waiver authorizing you to perform a public Background Search on them. The moment you present this waiver to the candidate in person, you can watch their reaction and judge whether they are comfortable with the idea of a public Background Search or not. Afterwards, you just need to be cautious and do the public Background Search to find out if the candidate has something to hide which could be detrimental to your business.

3. Ask the applicant to fill out an application form.

A glowing resume is not enough for a public Background Search.

For all you know, your candidate could have copied all the information from some other resume. Making them fill out a data sheet allows you to get all the information you need for a public Background Search, such as full name, date of birth, permanent address, or social security number. You can then use these details and go to an online database such as, where you can get instant results for the public Background Search on your applicant. 

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Background Search & People Search
First Name
Last Name
City / State