Brandon Hess - Why is S2Verify Necessary?
A question that companies sometimes ask is why is it necessary to screen their employees? Shouldn’t they just place their trust in people and take what is said at face value? The answer is that this is very risky: the damage caused by an employee with a criminal record or a drug issue can be immense, not just in terms of their reliability and commitment to their work, but also towards the safety of others. It is simply unfair to hire someone with a substandard attitude towards their work, says Brandon Hess, the marketing coordinator for S2Verify, as this has consequences for every other employee within the company. If an employee is unable to cope with their workload or demonstrates an intermittent attendance this has negative consequences for the output of the company and department as a whole, reflecting badly on everyone. Furthermore, an employee with a hidden criminal record might behave in an extremely damaging way, or even steal valuable company data. This is why, Brandon Hess insists, screening is an absolutely necessary component of the hiring process.
Think about it this way. Would you buy a car without knowing that every part of it was in correct working order? Hiring in an employee is investing in an employee: it is placing the trust of the company and corporation in the fact that they will be able to perform their jobs. When this doesn’t prove to be the case it is problematic for everybody who is involved: more money will have to be spent on hiring another person for the same role, the employee in question will have to be dismissed and this can negatively affect company morale, and they might even have caused damage to the company’s reputation. But what Brandon Hess and S2Verify can do is to prevent this from becoming a problem by offering the most comprehensive employee screening that is on offer, and one that totally complies with federal regulations. As an employer, you have a right to know who you are hiring. Both Brandon Hess and S2Verify are one hundred percent behind the rights of employers to know what they are getting themselves into, to solve problems before they even arise.