Data Facts Background Screening Blog

7 Smart 2019 Background Screening Resolutions HR Should Make NOW

Posted by Julie Henderson

Dec 19, 2018 10:29:42 AM

With record low unemployment, finding, recruiting, and keeping high performing employees in your organization will be more challenging in 2019 than in the recent past. Even so, it’s entirely possible to be productive and successful in your hiring endeavors. It just takes planning and commitment.

2019 in business-1

Here are 7 smart resolutions relating to background check processes that are essential for HR to consider in 2019 and beyond.

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Topics: hiring process, background check services, background screening practices, background checks, adverse action procedures, Compliance, background screen, background screening company

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

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

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

Healthcare Background Screening Just Got Easier, and More Thorough

Posted by Susan McCullah

Oct 17, 2016 11:30:00 AM

There are few industries more regulated the than healthcare industry. Not only are there seriously stiff fines in play for non-compliance, many positions in the healthcare field are literally involved in life-and-death actions and decisions. 

Healthcare background checks are critical in making certain the best, safest hiring decisions are made. Data Facts has helped healthcare HR professionals make these decisions for many years, and recently added another product to their solution suite.

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Topics: Healthcare hiring, Healthcare HR, background screen

What Employers Must Know About A Social Security Trace

Posted by Johnna Leeds

May 17, 2016 11:49:22 AM

The Social Security Number Trace, AKA “Alias Search” is a vital step in the background check process. Employers must understand its advantages as well as its limitations before utilizing it in their hiring process in order to maintain hiring compliance.

A social security trace IS: 

  • A powerful investigative tool that may provide information on an individual’s name, history, present and past addresses, and movement patterns based upon the applicant’s Social Security Number. 
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Topics: Pre-employment screening, Employment screening policy, background screen, background check, Good hiring practices, Compliance, social security trace, background check services

Seeking Summer Volunteers? Don't Forgo Background Checks!

Posted by Susan McCullah

Apr 14, 2016 11:00:00 AM

According to the U.S. Department of Labor, 62 million people volunteered at least once from September 2014 to September 2015.

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Topics: Background screening, background screening company, background screen, FCRA, adverse action procedures, volunteer background check, volunteer background screening

April Fool's Jokes Job Applicants Pull All Year Long

Posted by Susan McCullah

Apr 1, 2016 8:30:00 AM

lying_man.pngIt's estimated almost half of resumes contain some type of mistruth. 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 four April Fool's jokes applicants pull all year long, and how background screening helps you spot them a mile away. 

#1: The "I atttended that university" farce. 

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. 

Don't fall for it by: Order an education verification on any claims your applicant makes on attendance, degree obtained, or special certification. 

#2: The "I worked there 5 years" hoax. 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 (or something more sinister like jail time), to claiming they were ‘self employed’ for a certain timeframe. Some applicants will even create jobs to cover gaps in employment.

Don't fall for it by: Verify all dates of employment with the employer, and look closely and ask about any gaps.

#3: The "these people think I'm awesome" shenanigan. A good portion (estimated at 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.

Don't fall for it by: Use 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: The "I was VP of Everything" monkeybusiness. 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.

Don't fall for it by: Dig for information that backs up their claim by ordering a thorough employment verification. burning_money_in_fist.jpg

REMEMBER: 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 the joke being on you!

Have a Happy April Fool's Day!

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

Data Facts Talks Turkey About Background Screening

Posted by datafactssolutions

Nov 23, 2015 10:00:00 AM

The end of the year is also a time businesses need to look at their practices, and make sure they have the best hiring system possible going into the New Year.
This should include reviewing and revamping your background screening policy.

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Topics: Data Facts blog, Pre-employment screening, NAPBS accreditation, Background screening, Employment screening policy, background screening company, background screen, background check, wordpress blog, Good hiring practices

Background Screening for New Employees: What It Is, and What It's Not

Posted by Susan McCullah

Apr 17, 2015 9:29:00 AM

The majority of employers understand the need for background checks, but still may not fully realize the best way to utilize these reports to make smart, but still compliant, hiring decisions. 

Here are a few quick points of what background screening for new employees is, and what it is not. 

It is: a way to minimize the risk of making a bad hiring decision. Information in an applicant's background can give evidence to the person's work ethic and honesty. 

It's not: a way to discriminate against individuals. While the background check may uncover negative information, it shouldn't be used to discriminate against protected classes. Make certain you background screening policy is fair and consistent, and fits with the job responsibilities. For example, a janitor in a warehouse shouldn't be judged by a credit report, as it has no bearing on the position. 

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Topics: Pre-employment screening, background screen, background check, resume lies, Good hiring practices

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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.