Background checks on new applicants
There is one old thread on this subject that I would like to bring up again to see what some newer members to the forum may have to offer.
Past experience has taught our department a cruel lesson on how you take on new members on a volunteer fire department. Two seperate firefighters have proven to be clepto-maniacs, habitual liars and just not of the caliber we want to become a firefighter in our department. Both were "asked" to resign and they did.
However, past recruitment and hiring actions of the chief have not been corrected in our volunteer departments hiring/firing practices - that is about to change now that I am in charge of the verbal interview of the candidates wanting to join our ranks, we have a committee of 3 firefighters interview the applicant. We do require applicants to fill out a 5 page application and under go a 90 day probationary period.
Now I have a few questions:
1. Do you have local/state law enforcement authorities check for an NCIC criminal history and other databases ?
2. Do you interview the applicants present and past employeers?
3. Do you check the applicants driving record?
4. Do you contact personal references in a cascade methodology ( keep asking for other references as you interview those that were originally submitted by the applicant - this will take you to the real truth about the individual the further away you get from the original list of reference supplied by the applicant ).
Any other items that you include in you new hiring of individuals that our department should consider?