What are vetting techniques

Vetting techniques will be conducting by the following techniques using interview ,checking social
medias and other supportive methods.
Reference Check Techniques
 Making sure that you hire the right employees can be a tough task because there are always
possibilities of people lying or giving references that may exaggerate the positive points while
leaving out any negative ones. There are ways to find more information that is critical in making
hiring decisions.

Be Friendly

When making telephone calls to the listed numbers of references, be friendly so they will respond better.
They will be more trusting and therefore be more open to you.

When a person becomes more open to you they are more likely to offer information that otherwise they
would not have mentioned. Sometimes you can read more into this information and find out some behind-
the-scenes characteristics of the person you have interviewed or are about to interview.

Research and Background Check

Have prospective employees sign a form that gives you permission to call their previous places of
employment. If they don't sign it there is a good chance there was a problem. You can provide a place for
explanation if you wish, because assumptions aren't always correct.

If they say yes, do your research before calling someone as a reference check. Learn who this person is and
what they are like. Research . While speaking to this person, check to see if the facts that the applicant
has given you match those from the person listed as a reference. Verifying data does not have to be
difficult. You can simply ask questions without saying what the applicant said and you can compare the
answers. If the answers are pretty close to being the same, then things start to look bright. However, when
answers don't match up, then you might want to question things more.

Public Records

The first three best ways include searches of available public records, including (1) the county records, (2)
the local police records and (3) the state correctional records. The county courthouse can yield a variety of
public records, including marriages, divorces, arrests and property ownership. Local police departments
offer information on those who have a criminal background, in addition to providing details about area sex
offenders. Local police departments can also connect with other police departments to find out if a person
new to the area is listed as a sexual predator elsewhere. The state correctional department can also provide
information about criminal history. For those willing to pay a small fee, websites such as PublicData.com
compile many of these details together in one record.
 Outsourcing

For some types of background checks, the do-it-yourself method can only go so far. This is where
outsourcing comes in, with options four and five:,private investigators and , background check websites.
Background check websites charge a range of fees for individual checks, but they do gather a wide array of
information into a single record, making the search process less tedious.

These types of sites are useful for employers who need to complete quick background checks on potential
employees. On the other hand, private investigators can do what websites cannot: collect and interpret
detail on a personal level. Private investigators ask questions and get a feel for individuals and are thus a
preferred method for more sensitive work. Secure government work often requires extensive background
checks that include personal investigations.

Personal History and References

the information that the individual provides employment history, academic history and , personal
references. When a potential employee completes an application, he is generally required to supply a
variety of details about personal history. The employee can take this opportunity to contact previous
employers and verify the job, as well as ask questions about the employee. In addition, employers can
contact academic institutions to verify dates of attendance and graduation. Finally, personal references give
the employer a chance to communicate with those who know the employee personally and can offer a
more personal sense of who this individual is.

Searching And Social Networking

Online searching and social networking round out the list of “10 Best.” A quick Google search can often
yield interesting results about individuals. Information about conferences that an employee attended or
organizations in which an employee was involved sometimes pop up in a Google search. What is more
social networking sites like MySpace and Facebook allow people to post personal details, and the
employer can review a social networking site to understand the potential employee better.
Steps to Take Before Doing vetting:
1. Have a consistent policy.
This is best documented in a flow chart so everyone knows which steps to complete and at which point.
Haphazard background verification check processes can cause legal issues if you are only applying some
steps to some candidates, such as only doing credit checks on candidates from specific backgrounds.

2. Get legal advice.

Background checks can unearth sensitive information and, in some states, you are not able to gather certain
information as part of a background check. Talk to a lawyer to make sure your background check does not
cause legal issues for your company.

3. Give candidates a chance to clear up mistakes or

misunderstandings.
Information obtained through background checks can incorrect. Giving candidates a chance to review
information can help you save a great candidate that could have been excluded incorrectly.

4. Use background check services that are FCRA

compliant.
The Fair Credit Reporting Act (FCRA) is clear on what you can and cannot do as part of a background
check with regards to credit information. This document provides a nice summary of how the information
should be treated from the candidate's perspective.

Nearly all background checks are governed by the FCRA, but you should know that there are an array of
other laws that affect them, depending on state and region. For example, in some states, it's fine to use
credit and criminal background checks for any employee, in others you can only perform these checks for
specific types of employees.

5. Do not assume parts of the background check process are routine.

Critical information will often come up in the most mundane steps of the background check. Make sure
that hiring managers take the process seriously and that they pay attention to the valuable information
obtained.

6. Don't ask for information about character while verifying previous

employment facts.
As soon as you start asking for opinions - questions about character, attitude, etc. you're doing an
investigative consumer report. This falls under federal law, and you'll be required to give notice to the
applicant, give them an option to ask for details, and comply with their requests. If you need this sort of
information, it's best to get legal advice first.
What does a basic background check include?
1. Criminal records check.

Provides criminal history for the applicant. Especially important for positions
of trust/security. Should include national and county records.

2. Social security validation.

Ensures the candidate's social security number is legitimate and finds all names, including aliases and
variations, dates of birth and address history associated with the social security number. This shows
employers if the candidate has lived in undisclosed locations or under other aliases, which may reveal
criminal records that wouldn't have been found otherwise.

3. Address history check.

Traces previous addresses for the candidate. Finding out where a candidate has lived will make it easier to
verify other research, and may reveal jurisdictions where criminal background checks should be
performed.

4. U.S. terror watch list check.

Most background checks will look to see if the candidate is on the U.S. terror watch list. Especially
important for security jobs.

5. Sex offender registry check.

Extremely important for positions of trust, this check is included with most background checks.