Effective pre-employment screening can identify, if not prevent, future problems for the employer both in direct losses to the company and in future civil or criminal liability attribute to the employer by the acts of an employee. The primary goal is to verify or refute the information available regarding the job applicant, and the secondary goal is to expand upon that information. The first step is to examine in detail each document which has been provided and to compare it to every other document in order to discover discrepancies. Such discrepancies may be accidental or may show a deliberate effort to distort data. Then, the information should be checked for accuracy. Although the telephone remains the most widely used means of effecting contacts, inquiries are frequently followed up with written correspondence. At times, only limited data will be released over the telephone, and requests for more extensive information must be forwarded in writing. Sometimes no information is released unless the request is in writing and includes an Authorization to Release Information which has recently been signed by the applicant. Education and experience are usually the areas which are investigated. Educational institutions should first be examined by consulting reference works in order to determine the quality of the degrees offered. Then, they should be contacted to verify the applicant's attendance. Membership in selective clubs or societies may reveal scholastic accomplishments in and of themselves. If applicants have held a number of jobs in recent years, reasons for job changes should be upward mobility and professional growth. Lateral transfers or demotions may signal a problem or weakness which should be pursued. On resumes, what is not said is often as important as what is highlighted. A signal of a problem in this regard might be a 'voluntary termination' from a seemingly attractive position after several years, followed by several months of unemployment and a subsequent less desirable job. Footnotes or references are not included.