So you want to do background checks on your new hires, or you were just told that the new contract or grant your program received requires background investigations in order to receive the funds. Where do you start? You need to start with having a sound policy first (we’ll save that for another blog). So, let’s say you have a policy. The real start is information collection, beginning with the person you need to check/investigate. To collect information, you need to ask questions, right? Let’s dig deeper.
Investigative questionnaires can be as simple or as complex as you make them. For instance, the Federal government’s investigative questionnaire for sensitive positions requiring access to classified information (SF-86) can have more than 100 questions! That’s a lot. But let’s keep it simple and talk about what you need in an investigative questionnaire.
The Basics: What Information Should You Collect?
Start with the individual’s identifying information: name, address, phone number, etc. Keep in mind, only ask for information you’re going to use for the background searches. For example, if your searches don’t require a Social Security number, don’t ask for it. Remember, less is more when it comes to protecting personal information.
It’s also essential to inform the individual about your requirement to conduct a background check and obtain their permission to look into their past. (This circles back to having that sound policy we mentioned earlier. Polices also help to keep you in compliance with regulations designed to protect employers and employees.)
The Questions: What Do You Need to Know?
Here are some examples of questions to include, depending on the type of investigation you’re conducting:
- Residential History: If you’re conducting a criminal history search, ask where they have lived and worked (cities, states, etc.). The further back you want to search, the longer the time period you’ll need for their residential and work history.
2. Employment History: Want to know about their work history? Ask where they’ve worked, who they worked for, and include questions about supervisors’ names and contact information.
3. Criminal History: Directly ask if they’ve ever been arrested, charged, or convicted of a crime. If the position involves working with children, you may also ask questions related to violent crimes, sex crimes, crimes against persons, or crimes where a child was the victim.
4. Safety and Security: Know what’s important to protect your employees, assets, and property, then craft questions to address those specific needs. For example, if theft prevention is a concern, include questions about past incidents of dishonesty or fraud.
Why Investigative Questionnaires Matter
A well-designed investigative questionnaire ensures you’re collecting the right information to make informed decisions while staying compliant with relevant regulations. It’s not just about compliance, though—it’s about protecting your organization, employees, and community.
If you’d like to know more about investigative questionnaires and their role in the overall background check process, visit our website to explore our training offerings:
https://training.pscprotects.com/training/.
Let’s make hiring smarter and safer, together.
Michele Justice, President
Personnel Security Consultants, Inc.
