Whether you’re trying to fill a job requiring security clearance or you just want to ensure the candidate is well qualified, running pre-employment background checks can be a crucial step to your operating success. What used to be viewed as an added cost and an irritating delay is now routinely practiced as part of a valuable business investment. In fact, the Small Business Administration reports that, “For every dollar an employer invests in personnel screening, the savings range from five to 16 dollars in reduced absenteeism, improved productivity, lower turnover, safer working environments, reduced insurance premiums and decreased employer liability.” And with so many resumes containing false or enhanced information, employers want to ensure they’re getting what they were promised.

Though the Fair Credit Reporting Act (FCRA) sets the standard for background checks, laws about what types of questions employers may ask vary from state to state. Before beginning the screening process, check your local state regulations to avoid any legal grey areas. Though some articles of information cannot be disclosed under any circumstances, such as medical history and detailed school records, a simple background check may be extremely helpful in verifying previous employment history, criminal and credit history, and, of course, education. Ensure that background checks are a requisite for future employees of your organization.