How much does it cost?

Costs vary depending on the extent of the investigation and volume. IRSI pricing is industry-competitive: we are not the most expensive nor the least. We believe that quality should never, ever, be compromised and will work with you to deliver the best product to meet your needs and budget.

Up-front pricing: Many companies charge a base fee for their services and then pass on all related fees to the customer. These add up. IRSI’s prices generally include the fees we regularly pay to obtain information. Occasionally, certain types of information may require special handling or additional fees (court copies and transcripts and certain driving and court records, for example); IRSI keeps customers informed of these potential fees so that a decision can be made before the cost is incurred.

Is it worth it?

Companies are usually as solid as the people who work for them. Fraudulent resumes turn up at every level, executives included. When you hire an employee, you are making an investment in your company. You are selecting a person to be a representative of your company; as such, whatever that employee does has the potential to improve or damage your company’s reputation. The potential cost associated with a damaged reputation is hard to calculate, and it can go far beyond whatever judgment the court awards to the damaged party. Implementing a screening program will simply help insure a wise investment.

Also, consider the following:

  • It costs at least $7000, conservatively, to terminate an employee after 3 months when you consider wages, benefits, social security withholding, training, and unemployment insurance premiums. And then you have to find a replacement.

  • An employer can be held liable for the actions of an employee. It is the employer’s legal responsibility to make an informed hiring decision. Implementing and consistently administering a screening program is evidence of your effort to meet this responsibility.

  • A screening program also helps to build your defense against a discrimination lawsuit. Following consistent and impartial hiring guidelines reinforced by a screening program is evidence of fair hiring and denying of applicants.

How does IRSI do it?

Finding and getting information is not always simple. Sometimes you really have to dig for it. Our goal is to, for example, verify every employment within the scope of the report at hand. We have a variety of resources, databases, etc. that we use everyday for this purpose. Our staff, most of whom have been with IRSI more than five years, brings skill, experience, and intelligence to every report we prepare. We know that the information we’re looking for is important to you, and we make every effort to obtain it and deliver it to you quickly and in a highly usable, easy-to-follow format.

How do I get started?

The first step is to decide upon the parameters of the background you would like performed. You may want to screen according to employee classification; for example, an accounting manager with access to assets may require a more in-depth investigation than a file clerk. You will also need to set up hire and denial criteria, and implement use of an application and authorization that complement these criteria. For example, if you require a high school diploma, then make sure your application asks for this information. Similarly, if you deny employment based on omission of information – for example criminal record history – make sure your application is explicit about asking for that information from the applicant. IRSI will work with you to help implement a screening program that best suits your needs and budget.

What are the legal parameters?

Background investigations are governed by the Fair Credit Reporting Act (FCRA). Some things to consider:

Authorization: Applicants are to be notified that a consumer report is being prepared on them. Obtain a signed authorization for release of information to complete the report from your applicants at the time of application.

Adverse Action/Denial of Employment: FCRA requires that applicants be notified of pending adverse actions and denials so that they may have an opportunity to dispute information contained in their report. IRSI will, consistent with FCRA, promptly re-investigate the disputed information and send a follow-up report.

Consumer Copies/Disclosure: If an applicant is denied, FCRA states that they are entitled to a free copy of their report. Also, in the state of Minnesota, for example, authorizations must contain a check box for the applicant to request a copy of the report, at the time of application. IRSI does not charge a fee to clients for consumer copies.

IRSI has NEVER been a party to a legal proceeding.

We understand the sensitive nature of the information we obtain and handle it with great care and judiciousness. We look out for our clients. We review every report we send out. We understand that the goal of any screening program is to ferret out the good from the bad, and we work with you to achieve that end. All work performed by our company complies with the Fair Credit Reporting Act, applicable state laws, and federal and state regulations when applicable.

 

Information Reporting Services, Inc. is a Minnesota Corporation licensed by the State of Minnesota Board of Private Detectives and carries full professional liability/errors and omissions insurance.