Argus Search, Inc. Commentary:

June, 2004

Hello, Colleague. As you know, our newsletter is an on-going service designed to continue to educate the business community to combat the threats of negligent hiring, workplace violence, and other human resource issues that arise in our business world today, and also informs of issues and concerns that may impact regular day-to-day life. 

This newsletter is an IMPORTANT READ -- and we would like to share it with you.  Below is a real story regarding a client of ours and his pursuit of finding honest talent.  This story may sound familiar to you, and you may start to question the process of screening and how the industry does or does not work.  I will use a fictitious name to protect my client.

A Case Study - Grand Theft:

The Outcome:

Jim, H.R. Manager for a company employing near 2,000 people, was in search of a controller.  After many hours of reviewing resumes, he found five applicants who seemed to be outstanding, capable people.  The interviews were arranged, and one by one the candidates met with the appropriate managers.

Two weeks and many hours later, the group decided on who they believed to be the perfect candidate for this position.  She had an accounting degree from Boise State, with, according to her resume, 5 years experience.  Seemed very positive.  The last process left was to perform the usual pre-employment screening.  Jim ordered the multi-state criminal w/social detail from Argus.  Within a few hours our results came in.  His candidate had been convicted of Grand Theft a few years earlier and had spent time in jail for the offense.  She failed to mention this ‘minor’ detail on her resume/application.

Where does this leave Jim?  Back To the Drawing Board!!!!


We have all heard these stories, and experienced the cost and waste of time in this process. - Do you suppose there should be an easier way ???




Get Ready!  And STAY TUNED!


We will be announcing

a very long, over-due



and we cannot wait to share it

With YOU!!!


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For now, we have to get back to work in order to meet our July launch deadline, when we will announce a change to your hiring process.