Sometimes background checks just are not enough for the employer that wants the best of the best. Verify Vetting’s proprietary interview techniques elicits derogatory and noteworthy information that record checks just do not capture.
The results of Verify’s Behavioral Analysis Interviews (BAI) have been absolutely amazing – protecting employers from making a catastrophic hire and increasing their return on investment when onboarding new employees.
Overview of the Incident
In late September 2025, Des Moines Public Schools (DMPS) Superintendent Ian Roberts was arrested by U.S. Immigration and Customs Enforcement (ICE) in a high-profile operation that has since drawn national scrutiny. According to federal and local reports, Roberts was taken into custody after ICE agents discovered that he was living and working in the United States unlawfully, despite holding one of the most visible public-sector roles in Iowa. When apprehended, Roberts was reportedly in possession of a loaded firearm, a fixed-blade knife, and several thousand dollars in cash.
Following the arrest, the Iowa Board of Educational Examiners revoked his administrator’s license, citing his lack of legal status in the country. The Des Moines school board immediately placed him on administrative leave and later accepted his resignation. Federal prosecutors subsequently charged Roberts with being an illegal alien in possession of a firearm.
It remains unclear what level of due diligence was performed or what background-check methodology was used during the district’s hiring process. The incident left many community members and school officials asking how a candidate with multiple prior arrests, an immigration removal order, and weapon-related concerns could have been selected to lead one of Iowa’s largest school systems.
What the Incident Reveals About Traditional Background Checks
Verify Vetting Solutions has no knowledge of what specific vetting procedures were performed in this case or whether any background checks were completed. However, based on publicly available information, it appears that if comprehensive due diligence had been conducted—including verification of identity, immigration status, and prior arrests—many of these red flags should have surfaced.
The more revealing issue, however, is not simply what may have been overlooked in records searches—it is what was likely never explored through direct behavioral inquiry. While record-based checks are indispensable, they are inherently limited to what is already documented. They cannot assess intent, honesty, or how a candidate rationalizes questionable behavior.
This is where a structured elicitation interview, such as Verify’s proprietary Behavioral Analysis Interview (BAI), becomes essential. The absence of such an interview in high-stakes hires often explains why significant risks go undetected until it is too late.
What Is a Behavioral Analysis Interview?
At Verify Vetting Solutions, the Behavioral Analysis Interview is a structured and legally compliant interview that complements traditional record checks. It is not a personality test or a routine conversation. Rather, it is a systematic method of evaluating honesty and behavioral consistency through a structured elicitation process designed to identify hidden risk indicators.
During a BAI, trained interviewers use open-ended questioning techniques designed to:
- Identify inconsistencies or omissions between a candidate’s account and documented history.
- Reveal behavioral patterns related to integrity, accountability, and truthfulness.
- Assess decision-making responses and the individual’s tendency to rationalize misconduct.
- Determine whether discrepancies stem from misunderstanding—or deliberate deception.
The interview’s structure allows the interviewer to explore subtle cues such as hesitation, deflection, and over-explanation—elements that cannot be captured through databases or standard reference checks.
Why It Matters
Traditional background checks provide a snapshot of a person’s past conduct. The Behavioral Analysis Interview goes further by evaluating how a person explains that past and why they made the choices they did. This difference is critical when vetting individuals for positions of trust, especially those involving access to minors, finances, or sensitive organizational information.
Had such an interview been part of the vetting process in Des Moines, behavioral inconsistencies might have surfaced—prompting additional verification steps before the hire was finalized. In other words, the BAI often reveals what the background check cannot: the human factor behind the résumé.
Looking Ahead
The Des Moines superintendent case illustrates the cost of relying solely on traditional checks. Databases can confirm what is known; structured interviews help uncover what is unknown.
In the next article in this series, we will take a closer look at Verify Vetting Solutions’ proprietary Behavioral Analysis Interview—how it is structured, the psychological principles behind it, and why it has become the defining feature that separates Verify from conventional background-screening companies.