EmployeeScreenIQ Blog

We just returned from a great SHRM conference in San Diego.  My session on social networking and recruiting was a huge success, several hundred people attended.  Linchi Kwok, an assistant professor at Syracuse was nice enough to blog about it, see below:

Interestingly, Jason Morris, also discussed the application of social media in recruitment and selection, yet he focused more on social media’s potential risks to companies. According to Jason Morris, companies need to be very careful when using social media as recruitment and selection tool because of the EEOC regulations.

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Jason B. Morris, president and COO of EmployeeScreenIQ, will speak about the dangers of using social networking sites to screen job applicants at the 2010 SHRM Annual Conference and Exhibition in San Diego, Calif.

“Social Networking Sites: Can You Always Trust What You See?” is the title of the presentation, which will take place Monday, June 28, at 4 p.m. (PST) at the San Diego Convention Center. The 75-minute session will highlight a variety of emerging employment screening trends with a focus on the use of social networking sites to conduct background checks.

“The social networking revolution has changed many communication channels. Web sites such as Facebook, My Space, Twitter and LinkedIn contain a wealth of personal information, but many recruiters place their blind trust in the information found on these sites,” said Morris. “In many cases, this poses a threat to violation of the Fair Credit Reporting Act (FCRA) and EEOC guidelines and other regulations.”

Morris’ session will explain how recruiters and HR professionals can protect their company in the age of Facebook. Attendees will learn which social networking sites are most popular with recruiters and applicants, their impact on employment screening and the hiring process, and how to develop a social media policy. Finally, Morris will examine other Web 2.0 trends such as the rampant use of “diploma mills” and the emergence of phony online job reference sites known as “employment mills.”

The annual SHRM conference typically draws about 12,000 professionals in the HR and benefits space. This year’s keynote speakers include Al Gore, former vice president and the world’s leading voice of climate control, and Steve Forbes, president and chief executive officer of Forbes, Inc. and editor of Forbes magazine.

For more information on the conference, including speakers, exhibitors and registration, visit http://annual.shrm.org/.

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The Society for Human Resource Management (SHRM) has just finished several studies regarding background checks, criminal record searches, reference interviews and pre-employment credit reports.  The numbers are not surprising, they show that over 75% of U.S. organizations are currently conducting more than one type of employment screening services. Over 430 companies were surveyed and the results were interesting:

• 88% of companies either partially or fully outsource criminal background checks
• 87% of companies either partially or fully outsource credit background checks
• 48% of companies either partially or fully outsource reference checks
• Between 34 – 51% of companies use these types of services internationally

Each study, there are four total, break down the metrics into hundreds of different categories.  For instance, out of the 75% of companies that screen their employees most are obviously larger organizations.  The study further breaks them down by industry and size.  I found it most interesting when they break down the reasons for the screens and how many use the negative information in their decision.

Spend some time with these studies, if you are a member of SHRM they can be found at:

http://www.shrm.org/Research/SurveyFindings/Articles/Pages/ConductingReferenceBackgroundChecks.aspx

http://www.shrm.org/Research/SurveyFindings/Articles/Pages/BackgroundCheckCriminalChecks.aspx

http://www.shrm.org/Research/SurveyFindings/Articles/Pages/BackgroundCheckingGeneral.aspx

http://www.shrm.org/Research/SurveyFindings/Articles/Pages/BackgroundChecking.aspx

Pay special attention to the studies on Credit Reports.  As we all know the EEOC is attempting to crack down on their use.

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As many of you know we have done quite a bit over the years with the Society for Human Resource Management (SHRM).  Not only have we exhibited at many of their conferences but we have also had their Chief Operating Officer China Gorman participate in podcasts.  In addition we have been invited to speak at several of their chapter conferences and even the Staffing Management Conference last April.

I was honored when they asked me to participate in a video series they were conducting.  In the interview they asked many great questions including topics relating to Background Screening, Identity Theft, E-Verify and Post Employment Screening.

You must be a member to view the video’s and I encourage you to do so!  This particular clip focuses on Identity Theft and Employment Screening.

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Hi everyone! This is my first post on our new platform after re-launching EmployeeScreen University this week.  So, as you can see I am very excited!  Fortunately for all of us this one will be short and to the point.

Today, The Society for Human Resource Management (SHRM) posted a great article to their website; Fake Job Reference Services Add New Wrinkle to Screening .  As you know this is a topic we have written about many times over the years.  In fact, we just released a great white paper on this exact subject called: Smoke, Mirrors and Resumes:  The Growing Threat of Diploma Mills.  The article touches on the importance of background checks and quality employment screening practices but more directly lays out the risk.  In it they say:

New web-based services that offer fake work histories and references to job seekers are changing the complexion of resume-padding. These services further complicate the challenges employers face in identifying and hiring honest, qualified employees.

You need to be a SHRM member to view the article!  I hope you enjoy!

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The New York Times is reporting that Democrats have dropped the contraversial “Card Check” provision to the Employee Free Choice Act.  As many of our readers know, SHRM’s Michael Layman discussed this bill in detail during his podcast on the EmployeeScreen IQ Blog.  While I am confident SHRM will still fight this bill, it’s process will now be more Democratic.

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We recently sat down with Michael Layman, Manager of Employment and Labor at SHRM to discuss the landscape of today’s human resource marketplace.  Specifically, Michael talks about the E-Verify, Card Check (Employee Free Choice Act) and Health care reform. Michael has an insightful position on the direction of SHRM and what’s on the minds of human resources professionals and employers in the United States.  Michael didn’t touch on background screening but did discuss how SHRM’s position on E-Verify has an impact on our industry.

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The Society for Human Resource Management reported last week that Rep. Hilda Solis (D-CA) will be the new United States Secretary of Labor.

According to SHRM:

Solis is the only Hispanic woman named to serve on Obama’s cabinet. Her nomination was unexpected, political observers say, because Solis built a reputation during her four terms in the House of Representatives as an advocate for the environment and immigration and has not concentrated on workplace or labor issues. Organized labor groups had been urging the Obama transition team to name a high profile labor advocate, such as Linda Chavez-Thompson, former executive vice president of the AFL-CIO and a vice chair of the Democratic National Committee.

While it may be obvious where she stands on immigration, the jury is still out on her stance on E-Verify.  The most important issue she will face is the admistrations stance on the forthcoming Card Check Law also called the Employee Free Choice Act.  Any background screening issues will likely take a back seat to these two important issues, at least for the foreseeable future.  Be sure to check employeescreen University regularly for updates!

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The Society for Human Resource Management (SHRM) did a nice job recapping issues they covered at this years Democratic and Republican National Conventions.  According to SHRM Chief Operating Officer (COO) China Miner Gorman; “This election tees up HR issues like maybe no other election.”

One of SHRM’s hotbed issues continues to be the pending immigration reform and the extension of the E-Verify program.  E-Verify was officially extended last month but there still remains a plethora of immigration reform issues.  Gorman said “all are in play and will end up on the desks of our members.”

There are no significant federal issues in regard to background checks but the National Association of Professional Background Screeners (NAPBS) remains engaged on all issues.

For more information read: “In the Twin Cities, the Action Isn’t All in the Center“

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This is very exciting news for the Society for Human Resource Management (SHRM).  At this year’s SHRM conference we had the pleasure of doing a podcast with interim CEO China Miner Gorman.  Next year we hope to interview Mr. O’Neil.

SHRM Names Laurence O’Neil New President and CEO

In a major advance of its strategic initiatives, the Society for Human Resource Management (SHRM) on Aug. 11 announced the selection of Laurence (Lon) G. O’Neil as president and chief executive officer.

O’Neil, who had been senior vice president and chief human resources officer at Kaiser Permanente, will take the helm on Oct. 1, 2008, of the world’s largest human resource management association representing more than 245,000 professionals in 130 countries.

SHRM’s Board of Directors unanimously chose O’Neil after a rigorous, six-month national search that included a pool of more than 400 potential candidates. He has held executive-level human resources and corporate positions at profit and not-for-profit organizations, both in the United States and overseas.

“Lon brings extensive HR, corporate and international experience to our organization,” said Janet N. Parker, SPHR, chair of the SHRM Board of Directors and executive vice president for human resources at Regions Financial Corp in Birmingham, Ala. “His impressive record of achievement and innovation will be an asset to SHRM’s strategic growth and ongoing service to our members. We welcome his leadership as the Society and the profession continue to expand their influence.”

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