Castle Branch - Employment Screening & Background Checks Make Safe & Informed Decisions
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Castle Branch, Inc.
Phone: 888.723.4263
Fax: 910.815.3881


For over a decade, Castle Branch has been helping businesses make safe and informed decisions by providing employment, business, and tenant screening, as well as drug testing and investigative services.


Castle Branch Employment Screening provides employers with the tools to make informed hiring decisions, avoid costly litigation, and enhance productivity. Drug testing services further increase the effectiveness of an employment screening program by isolating applicants with a history of substance abuse. A thorough employment screening program, in combination with our drug testing services, provides employers with the power to attract and retain a safe and efficient workforce.


Castle Branch Employment Screening services detail an individual's or organization's financial and legal histories. Our Tenant Screening services provide landlords with the ability to evaluate and screen prospective tenants. Whether extending credit or entering into a contractual agreement, Castle Branch offers crucial insight into a second party's financial and legal stability, thereby reducing the risk of aging accounts receivable, bad debt, and contract violations.


In matters of a more serious and complex nature, The Castle Branch Investigative Group (TCBIG) offers the highest level of professional investigative services. Surveillance, corporate security, loss and theft prevention, espionage and due diligence are but a few areas of our expertise. TCBIG further demonstrates the Castle Branch Advantage and our unique ability to provide a complete spectrum of security and screening services.


Our experience and dedication to service have made Castle Branch the name to trust. Whether working with a large corporation or a small business, Castle Branch ensures that businesses make safe and informed decisions.


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©2008 Castle Branch, Inc.
Castle Branch

After a few months, Susan could not figure out why Robert was not adequately fulfilling the requirements of his job. His application stated that he had held a similar position at his former job for almost 2 years, yet he needed more attention than any of the other new employees. She called his previous employer to investigate. Though Robert had indeed worked at the company he listed, he had only worked for ten months as an administrative assistant, not for two years as a controller as his application claimed. In fact, Robert had never worked in any position that qualified him for his new job. Had Susan ordered a simple employment verification on Robert, she would have realized that he lied on his application and he was simply unqualified. Unfortunately, she was too busy with hiring tasks to call previous employers. If Susan had included verifications in her employment screening package, she would have saved herself and the company valuable time and money that was instead spent on an unqualified employee.


  
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