Picture this: a high-profile hire for one of the most important jobs in the world, and nobody bothered to run a background check. That’s reportedly what happened when Trump tapped Pete Hegseth, a Fox News personality and former army officer, as his Secretary of Defense. While the details of the story are unfolding, there are in his past allegations of sexual assault (that Hegseth denies), a settlement payment, and a nondisclosure agreement. It’s a striking reminder of something every employer should know: background checks aren’t just a box to tick—they’re critical.
Most of us aren’t hiring a Secretary of Defense. But whether you’re filling an entry-level position or bringing on a key executive, the principles are the same. A thorough background check protects your company. It helps ensure you’re hiring people who are qualified, trustworthy, and don’t bring unexpected baggage that could lead to a PR disaster—or worse, a legal mess.
Skipping this step can expose your business to risks. Maybe it’s a history of fraud or harassment that goes unchecked. Maybe it’s a candidate who exaggerated their qualifications and turns out to be wildly underprepared. Maybe it’s a felony. Whatever the case, a bad hire costs money, damages your reputation, and hurts morale.
The takeaway? If you’re hiring, do your homework. Verify credentials, run the background checks, and ask the hard questions. It’s better (and far easier) to catch red flags upfront than to clean up a mess later.
Skipping this step can expose your business to risks. Maybe it’s a history of fraud or harassment that goes unchecked. Maybe it’s a candidate who exaggerated their qualifications and turns out to be wildly underprepared. Maybe it’s a felony. Whatever the case, a bad hire costs money, damages your reputation, and hurts morale.
The takeaway? If you’re hiring, do your homework. Verify credentials, run the background checks, and ask the hard questions. It’s better (and far easier) to catch red flags upfront than to clean up a mess later.