One of the most common jobs that clients ask a private eye to do is to perform background checks on potential employees. Employers know that making a bad mistake in hiring someone can be very costly for their company, not to mention very inconvenient indeed, especially since finding a replacement can be a hassle. If you’ve been hired to check on a job candidate, here are tried and tested tips you can use:Always ask if the potential employee consented with the screening To protect the rights of all job applicants, the Fair Credit Reporting Act was implemented. Be aware that the Act requires the inquirer (in this case, the employer) to show written proof that the potential employee agreed to have a background check performed on him.You also have to let the applicant know the source of the information you obtained, in case their application is turned down based on whatever data you as a private eye gets to collect. Remember that the information you will obtain from performing such a background check will affect the outcome of the potential employee’s job application.Obtain a resume of the potential employee The resume of the candidate will tell you plenty of things about the person. It contains information regarding his former employers, the people he worked with (usually included as references) and the school where he got his education.You should be able to match the information provided by the job applicant with what is factual: did he really work at the company he mentioned in his resume and in such a capacity? Are his claims regarding the types of responsibilities he had truthful? Did he really complete the education he said he trained for?Ask what type of references your client needs As a professional private eye, you should be able to offer your client different screening services. Offering a complete, all-in-one package may not be that useful for your client because of the nature of the job that the potential employee will be performing.You could, for example, offer a basic potential employee screening package covering an employment background check, resume verification and a criminal record check for most job vacancies. Based on the qualifications required for the job position, you can then extend your screening services to include checks on the potential employee’s education and training, work documentation and any records that might show a criminal past.Cover your grounds Be careful about screening a potential employee for your clients. Cover all the necessary issues to ensure that your client gets all the relevant information about their job applicant. If they make a bad hiring decision based on the information you provided, they may not remain as your clients for so long.