Credit record checks reveal that 43% of candidates shaowed a judgement, lien or bankruptcy, or had been reported to a collection agency.

Following is a copy of an actual report, but with all identifying data changed to avoid identifying the candidate. It happens to be a favorable report, but it demonstrates the nature of the information we routinely develop for our clients.

McAward - Cusanelli Associates, Inc.
Beechhurst Executive Suites
152-53 10th Avenue, Suite 223
Whitestone, NY 11357
Order Date: 06/15/11
ID: 900-1225
BY: McNichol
SS#: *** **-0336

June 23, 2011

275 Canterbury Court
Arlington, VA 22203


University of Chicago
5801 Ellis Avenue
Chicago, IL 60637

Wilson Small, Assistant Registrar, stated that Charles Garnet, birth date and Social Security number verified, received a Bachelor of Science degree in electronic engineering, Summa Cum Laude, on May 21, 1988. He minored in computer programming systems.


CMC Engineering
1212 Clarke Avenue
Bainibridge, MD 21904
11/18/2005 to Present

Using a suitable pretext, we interviewed Harriet Anderson in the HR Department, who stated that the candidate has been employed here since November 18, 2005, as a Senior Design Engineer, and is known to be leaving this firm to accept another position. "Charles is one of the people who are in the department that is downsizing. He's been a great employee and will be sorely missed. The firm has had some difficulties in the past two years and, frankly, it's downsize or go out of business."

She continued that Garnet was the head of the alarm component design team, and reported to a senior corporate executive who has recently retired, and his whereabouts are not known. We have been given an address for him, and we will attempt to interview him and supplement this report. He got along well with everyone; was a self-starter and a very punctual individual. He would be recommended for a position of trust and responsibility, and "would certainly be eligible for rehire, if things were better for us, business-wise. Ms. Anderson said that she was not allowed, due to company policy, to provide salary information, but did agree that the candidate's stated income of $125,000, "is in the correct vicinity".

Performance Engineering Corporation
3949 Fender Drive
Fairfax, VA 22030
2/2002 to 11/2005

Mildred Lane, Assistant to the HR Director, said that Garnet was employed from 2/16/2002 until his voluntary resignation on 11/10/2005. He was a senior design engineer in the R&D department and left to accept another position. His ending salary was $105,000.

Carl Ripley, who heads the R&D Department here, said that Garnet was "a definite asset to the firm. He was working on temperature sensors related to computer control systems and he was especially good at the specialized programming that entailed. His engineering knowledge was superb, as well as his analytical methods. I was sorry to see him go, and I'd rehire him in an instant." Ripley continued that Garnet knew his field intimately, and was probably smarter than all the others in the department. "But he was never a guy to put anyone else down if they couldn't grasp a concept as quickly as he did. He was low key, and very helpful, never arrogant and a joy to work with," Ripley laughed when asked if Garnet had any weak points. "If he did, he certainly concealed them well, because I saw only strong points."

Chartwell Corporation
1766 Old Meadow Lane
McLean, VA 22102
3/15/1998 to 12/20/2001

Rachel LaMarca, HR Supervisor, said that Charles Garnet worked here for the dates specified above, as a computer systems engineer. He left this firm of his own volition to accept another position and his record is marked "eligible for rehire". She refused to provide salary information.

Paul Watson, retired manager and formerly Garnet's supervisor, was interviewed at his home in Fairfax, Virginia. "When Charles worked for me, he was responsible for the design of highly specialized and customized computer programs for customers who purchased our temperature control systems. He was a very good performer. He was hard working, competent, and very good at communicating with both his co-workers and customers. He was readily available to assist people who reported to him, and could always be reached, regardless of the day or time, by our customers. His attendance was perfect, and he got along well with everyone. I'm delighted to recommend him to you. I was sorry to see him leave. Salary information was not available.


According to Equifax, TransUnion and Experian Credit Information Services, Charles Garnet has been on file since 1998 and has 26 accounts, all of which are paid; or being paid as agreed. The FICO score on file is a range of 740 to 799, which is rated excellent according to the FICO scale.

We learned of no suits, judgments or bankruptcies.


We determined that the Social Security number provided by the candidate is valid and was issued to him in 1982 in Richmond, VA.


We have checked available criminal records and find none identifiable with Charles Garnet using the data provided. We are checking further and if information becomes available, we will supplement this report.


We determined that the candidate has a valid license in the state of Virginia, which expires on his birthday in 2012. His address is listed as 275 Canterbury Court, Arlington, VA, 22203 and his birth date as 3/4/1967. His driving record is clear. There are no violations, convictions or accidents.

What About Authorizations?

Much has been said about the amount of information that is necessary to make an informed decision about a prospective hire. How much data is enough? Can you make a good decision based on what some former employers contend is "all we are allowed to provide"?

Many firms today are providing only the barest minimum of information on their former employees; such as name, position, dates of employment and perhaps salary, even when presented with a letter of authorization, signed by your candidate, requesting that they provide whatever data they possess.

Using the worn out phrase "Policy forbids providing additional information," the former employer is not protecting themselves from a lawsuit; they are merely extending what might be a very poor or mediocre work record Into the candidates' next employment. Why is this so, when that same firm would really like to have such information provided to them in the event of their own prospective hires?

In our forty-five year existence, we've seen the amount of information freely provided by former employers gradually reduced to what is essentially what the candidate provides in a resumé; names and dates and titles. How can that minimal data be developed, verified or made to reveal the inner candidate?

To make the proper hiring decision, Human Resources professionals must have more information than is usually provided today. Among the questions we, as professional investigators, want to answer, after the usual dates of employment and salary figures, include some which helps firms make profitable hiring decisions:

  1. How did the candidate interact with others?
  2. Was he or she a self-starter?
  3. Were there any absentee or tardiness issues?
  4. Was the candidate proficient at the tasks assigned?
  5. As the candidates' supervisor, would you recommend a promotion?
  6. Would you rehlre the candidate? (if that is not your policy, would you, if that policy did not exist?)
  7. What were the candidates strong points? Were there any weak points?
  8. Any indications of substance abuse?