Walsh Polygraph & Background Investigations
South Dakota Administrative Rule
https://sdlegislature.gov/Rules/Administrative/02:01:02
Requires that the applicant-
(7) Is interviewed in-person by the hiring agency or its designated representative before employment. The interview must include questions to determine the person's general suitability for law enforcement service, appearance, personality, temperament, ability to communicate, and other characteristics reasonably necessary to the performance of the duties of a law enforcement officer;
(8) Has undergone a background investigation by the hiring agency that includes an inquiry into the person's driving history, criminal history, previous employment, personal references, credit reports, social media accounts, and law enforcement training records
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Wyoming Administrative Rule (Backgrounds) 2-1(a)vi(A):​
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(vi) Be of good moral character. The hiring agency shall complete a background investigation;
(A) A background investigation, including, but not limited to, the following shall be completed by the hiring agency before an applicant may be appointed:
(I) Check for current drug and alcohol abuse;
(II) Interview applicant's spouse or significant other;
(III) Check personal references;
(IV) Check employment history;
(V) Check school records;
(VI) Check military records;
(VII) Check DCI & FBI fingerprint files to determine if applicant has a criminal record. (The check shall be made in every state where the applicant has resided.);
(VIII) Check driving record;
(IX) Check present and past employment references. (This should include a check with the applicant's immediate supervisor and other co-workers);
(X) Check credit history
Background Investigations
IT IS MORE THAN JUST A CURSORY DATABASE CHECK.
Negligent Hiring is a liability that agencies have to avoid. Hiring the right person is a challenge. Ensuring an applicant is qualified, is the right fit for the profession, and even the right fit for the agency, company, or department, is paramount. Making the wrong choice can be catastrophic.
The results of hurried, or poorly completed background checks or reduced hiring standards make headlines too often. The unfortunate combination of fewer staff and higher caseloads sometimes means background investigations don't get their due attention, or personnel overtime increases, or comp time increases- leading to even fewer hours available to devote to Backgrounds.
Walsh Polygraph can help significantly reduce the chances of hiring the wrong person, and improve intra-agency performance by taking on that responsibility and freeing detectives and administrators to concentrate on their primary duties.
Walsh Polygraph has investigators with years of Law Enforcement and other investigation profession experience.
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We have the ability to conduct interviews in a number of languages, with varying degrees of proficiency and fluency, to determine your applicant's professed familiarization with a language:
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Russian, Spanish, Italian, German, French, Arabic, and Hebrew
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