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Most Prospective High-Profile Employees Want An Executive Background Check

We love our rock stars. Those music icons hit the right nerve when we’re in emotional overdrive at a Music Jamboree. We take those rock stars at face value. What they show us is what we love, even when there is a hint of mischief in their DNA. Rock stars are born to break the rules. They are born to test social truths and the universal order.



We love Rock stars so much we give our high-profile employees a version of rock star fame. Today’s high-profile corporate rock stars turn into mini brands. They represent the integrity that runs through every aspect of the corporate structure. Corporate rock stars have the inside scope on the financial, and social health of the companies they represent. Savvy corporations know they need their rock stars to be dedicated, focused, and futuristic. In order words. high-profile employees must know who they are and where they want to go. But thanks to the amazing abilities of the human ego some corporate rock stars aren’t true rock stars with impeccable reputations. They cover their flaws using a combination of physical personality likability, a professional resume, and the fact that the company didn’t do an executive background check.



Executive background checks follow all the right to privacy laws. They are the proofreaders of the factual resume world who check the story of an applicant’s life. Background checks dot all the “i’s” and cross all the “t’s” on an applicant’s resume. Plus, background checks fill in the blanks or expose the blanks on a resume that could be deal breakers.



Hiring a competent high-profile employee is a challenge, and it isn’t cheap. The loss in productivity when a member the high-profile team gets “voted off the island” continues long after a new high-profile applicant fills the position. Plus, the interview process can be a major dollar-burning, reality-show type meeting. High-profile applicants want to be part of a reality show that has the reputation and bread to make them rock stars. So it’s not unusual for applicants to tweak the truth about their education level. And it’s pretty standard applicant operating procedure to ignore a question or two on a resume. Those questions could open the door to a plethora of business or personal “no-nos.”



According to former FBI Special Agent Ken S. Springer, the founder of Corporate Resolutions Inc. (CRI), there was a flaw in the corporate hiring process before he started Corporate Resolutions. Springer wanted to bring his background checking experience to investment firms. And it didn’t take long for Springer and his high-profile executive team to expand their client base and become one of the top firms in the executive background checking industry. The key to Springer’s initial success was his ability to find top-notch, high-profile managers who passed all his background checks.



Some companies don’t believe in outside executive background checks. They believe they have the internal tools to find the real person in every applicant. But a recent turnover survey shows a healthy percentage of those turnovers were due to personal flaws. Flaws that usually surface in background checks. But in spite of downsides of not doing executive background checks, companies throw the dice and hope their backgrounding checking system catches all the potential problems. Those under-the-radar personal issues can pull on profit and brand reputation. Highly qualified applicants have the future of the company riding on their DNA and integrity, so it’s important to let another set of technical eyes and ears help put the right person in the right position.



In today’s corporate atmosphere, it’s easy to be skeptical. Corporations want to uncover the important information they missed. But they might not want to spend the money. But more firms with high-profile executive positions want outside professional background information and they pay for it before they pay much more later.



Corporate Resolutions knows how to investigate because the firm has former CIA and FBI agents, and private and public sector experts who do nothing but do research and investigate the research. The CRI expertise includes doing psychological profiling, and handwriting analysis. And along with those tools, CRI performs surveillance, computer forensics, and data retrieval. CRI also has the tools to uncover illegal activities as well as fraud and sexual harassment issues.



Executive background checks give companies the information they need to make decisions that impact the health of the organization. Good company health starts with knowing who high-profile employees really are.

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