LieTech Polygraph Examiners:



Statistics have warned us of the security dangers in the hiring process for over two decades. If a typical business person were to place an advertisement and hire 10 applicants without any type of screening, 4 would already be planning to steal and would start within the first two weeks of employment. 60% of small businesses that go bankrupt do so because of internal theft. Employers are estimated to steal more than shoplifters. When you think about, it makes sense. The employee is the one entrusted with the store keys, who handles the merchandise, who handles the money.



At CPR, we combat this problem by utilizing a skilled interviewer to perform a pre-employment security interview (polygraph examination). This interview will utilize several techniques to ascertain information from the applicant and allow the business to select the most qualified and suitable candidate.


There are limited external checks that can be done which could supply the business person with additional information about the applicant. For example, you could perform a criminal record check: this usually provides you with any criminal convictions of which you may still get incorrect information due to administrative errors.


You must also recognize that criminal records do not take into consideration the percentage of individuals who commit serious crimes without ever being caught. Nor does it consider the ones caught compared with those actually found guilty. There for attempting to find out an applicants criminal background by performing criminal record checks is very limiting.


Drug tests can confirm only recent use of illegal substances and is therefore limited to recent drug use only.


Most employee thefts go undetected and even those discovered would usually not be divulged by the previous employer if contacted out of fear, reprisal or other ulterior motive.



It is the applicant who knows best if he or she has ever committed a serious crime. It is the applicant who knows best the extent of his or her drug abuse, honesty, employment history, etc. It is the applicant who provides the most useful information available to us. The question is not where to look, but how do we get the applicant to tell us the truth.