There are several issues that I have with this article, because while it is a factual statement that background checks aren’t foolproof, there is a better method of conducting them. I really do not think that everything is being done to protect the children, if they are not exhausting all avenues of background checks, instead of relying on a cursory check at the beginning of their employment. There is a new trend out there, called progressive screening and has the same methodology as random drug screening. This could be a suggestion to the school district. Read more…

The author of this article sites a problem with retention in the call center industry cites a FurstPerson white paper discusses methods of raising the retention rate for this industry. One the ideas is to conduct pre employment screening and offer various pre employment screening tools for a call center to employ. A pre employment screening program can give you a better understanding of who you are hiring. Read more…

The author of this article has neglected to indicate that it is a violation of the Fair Credit Reporting Act to use credit as the sole determining factor in a pre employment screening background check. Additionally, she failed to understand that an employment application is not an acceptable release for an employer to conduct a credit check on a potential hire. There must be a separate document sometimes referred to as a background authorization form, which an applicant must sign. This way there is not a “hidden” authorization granted by the applicant. Read more…

Here is a great article that underscores the message that we have been saying. Online Databases are dangerous and should be utilized as an add on to a background screening program, not the primary source of information. Read more…

We just returned from the 2008 National Association of Professional Background Screeners conference in New Orleans!

We had a great time exploring the city and an even better time immersing ourselves into the educational seminars regarding the background screening industry. Read more…

It is no more the level of the employee but the security environment and security requirements that determine which level and how background checks should be conducted.

A bad cleaner may be as bad as a CEO with doubtful integrity. Normally employers do not take chances and make sure that they opt for employment screening or background checks of all their employees, irrespective of the positions they hold.

They are justified in getting the background and credentials of a member of the cleaning staff as well as the top executive, CEO, done before employing anyone. Levels of background checks and agencies or means used for conducting background checks may vary and differ but certain mandatory checks are now becoming increasingly mandatory. Read more…

According to recent survey by a background screening company 57% of companies think they should do a better job at screening their employees. Just some food for thought.

Hi Folks!
I initially started writing the article below to make into an e-book. Well as things progressed and I started getting more and more in-depth, I thought it might be a good article for my blog. As you may or may not know I work for an employment screening company and they have given me their blessing to go ahead and publish articles that discuss how to conduct free background checks. Read more…

The vast number of individuals participating in social networking has surpassed the hundred million mark. The appeal of these sites, such as MySpace.com, Facebook.com and others, is the availability of searchable profile data they contain, such as past employment, affiliations, schools, hobbies, interests, pictures, and personal web log entries.<!–more–>

A growing number of employers are searching social networking sites as part of their pre-employment screening process. According to a CareerBuilder.com 2006 survey of over 1,000 hiring managers, 12% used social networking sites to verify information about a job candidate. While many managers found these sites useful in confirming a hiring decision, 63% reported not hiring a candidate based on what they found.

The implication is a hotly debated issue among hiring managers, especially when it comes to information found on these personal sites not posted there by the candidate. Examples being: comments posted from teens venting their frustration about a parent or from a disgruntled co-worker with an ax to grind. Although there is no body of case law concerning the regulations and use of content from social networking sites, when placed in the context of FCRA compliance, hiring managers are required to use reliable and verifiable methods and data sources. Because content on social network sites is public, many hiring managers argue that these sites fall within the guidelines, especially when the site is created and managed by the applicant. The argument becomes critical when it comes to protecting an organization from negligent hiring suits. Due diligence requirements almost make it impossible to ignore information found on a job applicants’ social network site. The question becomes, should that information be accessed at all?

In the upcoming years, the debate over the uses of social networking sites in pre-employment screening will define if they have a place in the hiring process. The critical issue for many organizations now is how to use data found on social sites. Key findings from the CareerBuilder.com survey offered these tips in evaluating a candidate based on their social network site:

1. Does the candidate’s background/profile information support the professional qualifications submitted with the application/resume?
2. Is the candidate well rounded? Shows a wide range of interest?
3. Do the candidate’s posts demonstrate great communications skills?
4. Does the candidate’s site convey a professional image?
5. Does the candidate’s personality fit the organization?
6. Have others posted recommendations and positive appraisal of the candidate?

Warning signs include the following:

1. Is the candidate linked to criminal behavior?
2. Has the candidate posted negative comments about previous employers or co-workers?
3. Has the candidate posted information about drug and/or alcohol use?
4. Has the candidate posted confidential information from a previous employer?

Ultimately, searching social network sites as part of a screening process should just be one of the many tools an organizations uses. As with simple background checks, you will find that not all relevant information is accessible. It remains to be seen if social networking sites will garner enough support to become viable tools in the pre-employment screening industry.