Data Facts Background Screening Blog

Should You Incorporate Social Media in Your Background Check Services?

Posted by Lisa May

Sep 13, 2018 2:47:56 PM

HR Professionals understand the importance of properly vetting their employees. Using background checks to make certain the job candidate has the skills and education that are listed on the resume (and doesn’t have recent, dangerous crimes or drug use in their past that could be detrimental to the workplace) is an important responsibility. 

With the eruption of social media, hiring professionals have been tempted to peek at job candidates’ profiles. It could be argued, after all, that the individual shares posts, tweets, and photos of themselves. Why not use those to build a clearer picture and form opinions about them during the hiring process?

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Topics: social media screening, Background screening, background check services

Protect Your Senior Care Facility from Lawsuits and Be Prepared for the Possible Future:Begin Developing Your Nursing Home’s Resident Criminal Background Check Processes

Posted by Susan McCullah

Aug 3, 2018 11:00:00 AM

A Lancaster Co., Pennsylvania nursing home is now paying $7.5 million after being held responsible for the sexual assault of one of its patients by a fellow resident. On the surface, that may sound incredibly unfair, but the details of the case highlight a growing problem in the senior care industry. The assailant was a man with a known criminal history of sexual misconduct, and the nursing home knew of his record. 

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Topics: Background screening, Baby Boomers, Criminal records, background screen, background check services

Employment Laws: Vermont Employers Can't Ask About Salary History

Posted by Johnna Leeds

Jun 29, 2018 1:44:02 PM

The way organizations recruit, interview, and choose new employees is changing in a variety of ways. What were once commonplace practices are now being phased out in favor of new processes that are less discriminatory and equal for everyone.

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Topics: background checks, background screening practices, employer compliance, hiring process, salary history ban, Vermont, employment laws

Washington Ban-The-Box Law Limits Criminal Background Checks

Posted by Jackson Lewis

Apr 16, 2018 1:06:00 PM

Effective June 6, 2018, Washington will be the next state to implement “ban the box” legislation, which restricts employers from executing a criminal background check on the job applicant during the initial stages of the application process.

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Topics: Background screening, background checks, Ban the Box, Employer use of criminal records, background check services

April Fool's Jokes Job Applicants Pull Year Round

Posted by Susan McCullah

Mar 30, 2018 1:00:00 PM

Opinions vary, but everyone agrees that what you see on the resume and application isn't necessarily truthful or to be taken at face value.

For HR professionals and hiring managers who take the claims at face value, well, the joke could very well be on you! 
Inaccurate information ranges from small little exaggerations to big boldfaced lies. And not catching them can cost your company big!
Here are three April Fool's jokes applicants pull year round, and how a complete background check process helps you spot them a mile away before you make a hiring mistake. . 

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Topics: Background screening, background screening company, background screen, HR Professionals

Avoid Hiring Lawsuits with Background Checks: The ABC's

Posted by Susan McCullah

Feb 28, 2018 1:39:57 PM

Conducting a background check on job applicants is key in deciding on  the most qualified person who is the least risk to the workplace. However, companies must take precautions with their background screening process to make sure they are treating job seekers fairly and in a uniform manner.

Here are the ABCs of avoiding hiring lawsuits with background screening.

A: Adhere to adverse action procedures.

HR professionals must understand and execute adverse hiring procedures if they decide in whole or part to deny employment based on information obtained in a background report. Pre-adverse action letters must be sent, and then a few days (usually five or more) and a final adverse action letter is sent. Follow this every single time to avoid litigation. 

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Topics: Background screening, Hiring, Litigation avoidance

Driver Screening: Is Your Company's Biggest Risk on the Road?

Posted by Susan McCullah

Dec 15, 2017 1:08:14 PM

 

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Topics: Pre-employment screening, Background screening, background check, post-employment screening, negligent hiring, driver screening, background check services

Naughty or Nice? Know Your Job Candidates' History with Background Screening

Posted by Susan McCullah

Nov 30, 2017 9:40:40 AM

As the holiday season barrels upon us, we are reminded of the question "Were you naughty or nice?" If you are hiring, as many companies are, it pays to ask this question in a variety of ways.

Why? Because many of today's applicants have been naughty!

It's estimated almost half of resumes contain some type of mistruth. 

Inaccurate information ranges from small little exaggerations to big boldfaced lies. And not catching them can cost your company big!

Asking Santa for an honest employee is probably not the plan that is going to work for you!

Here are 4 background screening pointers that can help you decide if the sweet and professional-looking job applicant sitting in front of you has been naughty or nice. 

#1: Did they really study at that college or university? 

Naughty: Applicants may list a degree when they only attended classes at a university or college, or may not have ever stepped foot on the campus. 

Keep it nice by: Ordering an education verification on any claims your applicant makes on attendance, degree obtained, or special certification. 

#2: Have they actually established a steady work history?

Naughty: Your applicant may be fudging the time they spent in a job, or make it up completely.

A staggering third of all resumes are estimated to contain some sort of fraudulent dates of employment. This can range from stretching employment dates to cover job gaps to claiming they were ‘self employed’ for a certain timeframe. Some applicants will even create jobs to cover gaps in employment.

Keep it nice by: Verifying all dates of employment with the employer, and looking closely and ask about any gaps.

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#3: Are they really as awesome as they claim?

Naughty: Applicants will inflate and exaggerate their performance and responsibilities to increase their chance of landing a job. They may even talk friends or family members into giving false references. 

27% of all resumes contains a false reference. Applicants may lie about this because they had poor performance at their previous job, or may have fabricated their entire work history. The potential hire may submit incorrect or incomplete reference information in hopes you won't take the time to ‘track down’ the reference. The resume may also contain fraudulent information that directs employers to friends or family members-claiming they are managers or co-workers-that report in glowing terms on the applicant.

Keep it nice by: Using a professional background screening company to follow up with references and ask specific questions pertaining to the applicant's performance and pay. Verify every claim. 

#4: Did they really have that job title?

Naughty: In an effort to get more money and a better title, some job seekers will make up or embellish their previous performance and experience.

Lots of applicants believe they can land a higher paying position by fabricating a higher job title. Many candidates will ‘promote themselves’ to a title several levels higher than their real one in hopes that the potential employer will offer them a similar position to the one showing on their resume.

Keep it nice by: Thoroughly researching and reviewing information that backs up their claim by ordering a thorough employment verification. 

The consequences of being duped by a resume lie are high. An employee that is a bad fit can also cost a company customers, inventory costs, and even litigation expenses. 

HR professionals must take measures to protect their company from a dishonest job applicant by looking at resumes and applications with a critical eye and verifying all information on the resume. Partnering with a professional background screening company minimizes the changes of ending up with a naughty employee!

Happy Holidays!

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Topics: Background screening, background screening company, background screen, HR Professionals

Background Screening Situations that will Make You SCREAM!

Posted by Susan McCullah

Oct 31, 2017 9:30:00 AM

Over the years, we have seen our background check tools unearth many scary surprises that were hiding deeply in applicants’ histories. Job candidates who look perfect and sound great can still harbor dangerous skeletons in their closets, and those can be detrimental to the safety of your workplace.

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Topics: Background screening, background check, Litigation avoidance, 2017 Hiring, hiring process

Use of Salary History by Employers in New York City and Oregon

Posted by Susan McCullah

Aug 30, 2017 1:41:44 PM

Here are a couple of upcoming changes in regards to using salary history in employee background checks in New York City and Oregon.

New York City and Use of Salary History by Employers

Effective November 1, 2017 and per  City Administration Code §8-107 (www.amlegal.com/codes/client/new-york-city_ny/), an employer or its "agent" cannot inquire about salary history.  If applicant "voluntarily" and "without prompting" discloses past salary, the employer can verify it. 

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Topics: Background screening, background screening practices, Applicant salary history

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~~Susan McCullah is the Marketing Project Manager/ Background Screening Division for Data Facts, Inc, a 25 year old Memphis based company. Data Facts Inc -an NAPBS accredited company- is a leading provider of employment screening solutions. Check out our website for a complete explanation of our services.