Efficient and Timely
AccuCheck boasts a trained staff that will provide the verifications required to proceed with a candidate without adding to your staff's workload. Confirmation of critical information is provided in a concise, easy-to-read format, electronically and/or via fax or mail.

Flexible to Meet Your Requirements
AccuCheck account executives will work with you to develop a customized package of services that provides your organization with the assurance that due diligence and compliance concerns are fully addressed.

Experienced with Proven Track Record
We employ experienced credentialing specialists who are trained to recognize "red flags," which alert you to areas of concern which may need further investigation or explanation from your candidate before contracts are signed and additional resources are spent.

Compliance and Confidentiality
AccuCheck’s Information Assurance and Operational Security policies assure clients that sensitive information is transmitted, stored and destroyed utilizing equipment and procedures that assure security and safety.

Additionally, all information provided, developed, reported, and stored is done so in compliance with the Fair Credit Reporting Act (FCRA) and the Fair and Accurate Credit Transaction Act (FACTA). Our policies and procedures, as well as our physical site and equipment are audited and updated annually to ensure full compliance with governmental standards.

Cost Effectiveness
The cost of a pre-employment background check represents only a small fraction of the actual cost of a bad hiring decision. The cost of a “bad hire” varies – Carol Hacker, author of The Costs of Bad Hiring Decisions & How to Avoid Them states that, “The costs of bad hiring decisions can sneak up on an organization and ambush all of your good efforts as a manager to recruit and retain good people". It’s no secret that costs increase when the same errors are made repeatedly. Although we hope to learn from our mistakes, unfortunately that’s not always the case. When it comes to bad hiring decisions, the costs to replace a misfit can be astronomical!

For example, the U.S. Department of Labor estimates that the average cost of a bad choice has climbed to a whopping 30% of the first year’s potential earnings. Other experts agree but add that’s only the case if the bad decision is discovered and corrected during the first six months the new employee is on the job. If the mistake isn’t recognized and addressed until later, it could cost considerably more. Where do these costs come from?

• Training a replacement
• Classified advertising
• The interviewer’s salary and benefits
• Potential loss of customers
• Lower productivity
• Low morale
• Recruitment agency fees
• Possible unemployment compensation claim
• Potential lawsuit
• The aggravation and time associated with starting your job search over again

Employees are the most critical asset of any business – whether service, sales, healthcare or manufacturing. Investing in efforts to ensure that you bring on only the best, most qualified candidates is well worth the expenditure.

A negligent hiring decision will cost a facility more than just the dollars spent to recruit, train and employ; the cost of bad publicity, loss of creditability and potential for wrongful hiring, malpractice or even wrongful discharge litigation cannot be underestimated – all of which may have been prevented by obtaining a thorough background check at the outset.