Background Checks Are The Beginning, Not The End For A Safe Environment Program
Police arrested a detective from the Los Angeles County sheriff's child sex crimes division. He is accused of raping a 14-year-old girl, whom he met during "the scope of his work."
The alleged rape occurred in November 2017, according to the chief assistant district attorney. The accused has investigated several child molestation cases in the course of his duties. Chris Helgren "LA Child-Sex Crimes Detective Arrested on Suspicion of Child Rape" thedailybeast.com (Nov. 2018).
- Always perform reference checks. If a job candidate cannot provide recent references or if the references refuse to cooperate, then you should give preference to those whose references check out positive.
- If an applicant's references refuse to cooperate, ask the applicant for other references. It is important that you find past employers that can state the applicant has not shown any signs of being a child predator.
- On personal references, question the reference closely to determine that the reference worked with the applicant in the manner that was described to you.
- Google the candidate. See if you can find blogs or other writings by the candidate or about the candidate that will shed more light on the candidate's personality or possible signs of misbehavior.
- Check social network websites. Social websites ask users to post personal information. How a candidate describes him or herself outside of the hiring process can be very helpful.
- Double-check factual information the candidate lists on the application. If an applicant is untruthful in his or her written application, then that is a sign to move on to the next candidate.
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