Question 1

Identity Services

Accepted Answer

Pallas Consultants identity services can help you feel confident about the identities of the people you’re hiring. An identity information check can provide you with information you can use to be more confident about the people you’re hiring and evaluate whether your applicant is being honest with you about their most basic of personal identifying information. If a potential employee is misrepresenting his or her identity, it may raise concerns. The results of an identity information check provide the foundations for other background checks like criminal record and credit checks. These checks are dependent on candidates providing accurate and complete identity information.

Question 2

Verification Services

Accepted Answer

Pallas Consultants verification services corroborate your candidate’s education, employment history, professional references, professional qualifications, and licenses. As you hire, you're seeking candidates with a specific mix of employment experience and qualifications. For certain roles and sectors, you'll want to know whether those candidates hold required licenses or are members of specific professional bodies. To do this, you need to confirm your candidate’s education, employment history, and qualifications. Information provided by candidates may be inaccurate or incomplete (e.g., differing employment dates, roles, qualifications, or grades), which can make confirming such history difficult. Pallas Consultants verification services can help give you greater confidence that your candidates have the qualifications, experience, and backgrounds you require.

Question 3

Due Diligence Services

Accepted Answer

Gain peace of mind by investigating beyond basic screenings for your critical hires. Beyond the standard employment and education verification checks, some roles require additional checks (such as criminal or financial integrity checks) and others warrant more thorough checks based on the employer’s risk tolerance. Certain industries have regulatory requirements that necessitate further due diligence services. Ascertaining if a candidate is on a sanction, exclusions, prohibited parties, or other government watch-list can be helpful as you make critical hiring decisions. Checking for credentials, adverse media, social media, are just some ways you can create more robust checks.

Question 4

Drug & Health Screening Services

Accepted Answer

Conducting pre-and-post employment drug and health screenings can help  employers maintain a safe and healthy working environment. In the U.S.,  it can also satisfy DOT, OSHA, or other state and/or federally mandated  industry requirements. A comprehensive screening program can help your  organization increase productivity, improve employee retention rates,  lower health care costs, decrease accidents, and minimize the potential  risks for litigation.

Question 5

Criminal Background Services

Accepted Answer

Establishing whether an employee has a criminal record is a crucial step  in assessing the risk of bringing that person into your organization.  While not every crime would automatically prevent an applicant from  being hired, having that knowledge allows you to make an educated  decision. You can use the results of a criminal background check to then  assess the applicability of the record to the position’s level of  responsibility, exposure to assets or customers, and other criteria.  Conducting a criminal history search that is tailored to the  requirements of the position not only helps to lessen the potential for  on-the-job incidents but can also help organizations avoid or defend  potential negligent hiring lawsuits.

Question 6

Compliance Services

Accepted Answer

Pallas Consultants compliance-related services help your HR teams navigate the complexities of background screening, particularly in the United States. Empower your team to streamline workflows, enhance consistency of procedures, and help mitigate risks. With ever-changing and complex employment screening requirements varying by jurisdiction, it can be a challenge to ensure your HR team is fully compliant with the FCRA (and similar laws) and Ban-the-Box legislation. Support your team by using Pallas Consultants compliance services that streamline vital steps of the employment eligibility screening process and help you facilitate compliance with state, regional, and federal laws.

Question 7

Financial Background Check

Accepted Answer

Quickly access the reportable financial history associated with candidates. A financial background/credit check is particularly important for positions where candidates have access to financial information, funds, or assets, which provide greater opportunities for fraud or theft. Checking the financial integrity (and, where lawful, the credit) of candidates can provide insights into their financial background and responsibility, support your assessment of their suitability for such roles, and help reduce the risk of fraud and theft to your organization.

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