Protecting organizations by screening applicants at every level.
Customized Solutions Based on Your Needs
There is no one-size-fits-all at Hire Image. Additional services based on your needs include:
Business and Corporation Searches
Secretary of State records will be searched to determine current business registration status.
There are various methods and requirements for fingerprinting. If you require fingerprinting, Hire Image will work with you on a case-by-case basis. Contact us for specific information.
News and Publications (Adverse Media Search)
Hire Image searches various databases to find articles from newspapers, trade magazines, professional journals, and many other sources. These searches can uncover a myriad of information such as publication of awards, articles and other achievements by the applicant, or references to criminal activity, business transactions and disputes.
Pre-Adverse Action Administration
Hire Image will administer pre-adverse and adverse action letters as directed by and on behalf of employer.
Hire Image will review all applicant files using the client’s provided adjudication matrix, and set a file decision of “Approved,” “Review,” or “Pre-Adverse” according to the matrix. Decision results can be sent to a specific client email upon completion of the report.
In today’s world, most applicants use social media in some form which can give employers a glimpse of the applicant not available on a resume. Clients identify the derogatory criteria for these social media searches and Hire Image will base reporting on that criteria. Sample categories are:
- Threats or Acts of Violence
- Sexually Explicit Material
- Racist, Sexist, or Discriminatory Behavior
- Potentially Illegal Activity
- Negative Content Related to Employment
Worker's Compensation Claim
The Workers' Compensation Search will identify an individual’s history of injury claims while on the job. Although only for use as a post-employment search (in accordance with the American’s With Disabilities Act/ADA), this search is valuable in identifying the habitual claimant, thus allowing the employer to properly channel work assignments to avoid new claims.