Dec 15, 2017 1:08:14 PM
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.
#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!
Oct 31, 2017 9:30:00 AM
Over the years, we have seen our background screening tools unearth many scary surprises 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.
Aug 30, 2017 1:41:44 PM
Here are a couple of upcoming changes in regards to using salary history in employee background screening 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.
Jul 31, 2017 12:57:42 PM
Today’s workforce has more people who have lived, worked, or studied abroad than at any other time. Global living poses a unique challenge to employers during the background screening process. How can you thoroughly review an applicant’s background if they have spent time in other countries, and still maintain the compliance and integrity of your background screening process?
Jun 29, 2017 9:31:26 AM
The majority of employers use some degree of background screening in hiring decisions. Some employ a criminal search, while others use several screening reports, drug screening, and assessment testing to help reach their decisions.
Fingerprinting is another screening option that helps employers gain additional information on the job candidates background and past behavior.
May 23, 2017 9:09:39 AM
This article was originally posted by National Association of Professional Background Screeners at http://www.napbs.com/NAPBS/assets/File/NAPBS_Survey.pdf
As employers seek to make informed decisions related to their hiring, ensure safety in our workplaces and communities, and retain the most qualified candidates and mitigate risk, they are increasingly turning to professional background checks to accomplish their goals.
Apr 28, 2017 9:09:21 AM
This was originally written by Akin Gump and posted on AkinGump.com.
The New York City Council passed a bill prohibiting firms from inquiring about, or relying on, an applicant salary history in connection with the recruiting or hiring process. This bill will make doing so an unlawful discriminatory hiring practice.
Apr 4, 2017 2:46:25 PM
*Portions of this blog were originally posted on Hunton Employment and Labor Law Persectives website, written by Sara Hamilton and Thomas P. Murphy.
The District of Columbia joins a dozen other jurisdictions across the country that prohibit an employer’s use of credit information in employment decisions. The new law, D.C. Act 21-673, amends the District of Columbia’s existing human rights law by adding credit information as a prohibited basis for discrimination for any employment decision (not just hiring) and applies to employers of any size.