Presidential Vetting

Jason Morris

With all the news over the past few weeks about Presidential vetting I felt it was appropriate to clarify some important points.  Vetting a person through the media and through associates is much different than your traditional employment background investigation.  Typically (and legally) a background check on a potential employee will not include allegations of pregnancy, marital infidelity and spousal arrests.   Picking a Vice Presidential candidate leads the “vetter” down a much different path.  An employer is not concerned so much with how the Country will perceive their employee.  For a more in-depth view of how an employment background check is done, read our series Employment Screening 101. For information on other areas of employment screening check out employeescreen University.  To read more about how potential VP candidates are vetted…..open any newspaper, blog, magazine,  etc.!!

Follow Me

Jason Morris

President & Chief Operating Officer at EmployeeScreenIQ
A veteran screening and risk management professional, Jason Morris founded EmployeeScreenIQ in 1999 and acts as the company’s chief operating officer and president. Morris is a frequent speaker delivering captivating, interactive discussions on background checks, global screening, recruitment and staffing. He educates audiences in best practice initiatives as they relate to organizational employment screening programs. Morris has been quoted in numerous business and industry publications including The Wall Street Journal, MSNBC.com, USA Today, New York Times, among others. He is also a licensed private investigator in the states of Ohio, Illinois, New Jersey, Texas, Arizona and Nevada.
Follow Me
Tweet
Share
Email
Share