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I found this as my lead story today on Yahoo! We often give the same resume writing advice, “don’t lie!”. Here is a good article focusing on other strong resume writing tips.  While we still agree “don’t lie!” is the best advise we can lend, writing an effective resume and covering all the important points is a close second.  This advice will get you in the door…..our advice will help you get past the background checks!

The Biggest Resume Mistake You Can Make
by Caroline Potter, Yahoo! HotJobs

Your resume is the most important document in any job search. But what if you’re submitting resume after resume and receiving no results at all — not even a call? Your resume may be fatally flawed.

How can a resume betray a job seeker? It’s not just typos or poor formatting. According to Lauren Milligan, founder of ResuMAYDAY, a resume-writing and career coaching firm based near Chicago, “The biggest flaw for a resume is when it fails to showcase a person’s accomplishments, contributions, and results, and instead spouts a job description of each position he’s held.”

Use these three tips to make sure your resume doesn’t betray you.

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Employers who review resumes that contain degrees from St. Regis University beware!  The U.S. government just busted a “diploma mill” that sold at least 9,600 fake education degrees to those looking to pad their resumes.  Everything from PhD’s to MD’s.

This highlights just how widespread the art of falsifying one’s resume and the lengths people will go to get a job.  And the truth is, it obviously worked for many otherwise you wouldn’t see people developing businesses to help perpetrate these lies.

A simple background check can help.  employeescreenIQ finds a 56% discrepancy rate between what an applicant reports on a resume and what past employers and academic institutions report when conducting employment and education verifications .

Bogus diploma ring busted with help from U. of I. professor

Thousands of buyers may have participated in fake diploma scam

The network of bogus universities was a family-run venture based in rural Washington state, but the criminal enterprise spanned the globe, with its operators allegedly paying bribes to Liberian officials and selling fake PhDs and MDs as far away as Iran.

They were busted by state and federal officials—among them a Secret Service investigator posing as a shadowy Syrian seeking a bogus chemistry degree—with the help of a local physics professor.

For the last four years, U. of I. at Urbana-Champaign professor and Fermilab physicist George Gollin helped unravel the scheme that has resulted in eight guilty pleas this year and could spark further charges against hundreds of people who may have bought and used bogus diplomas.

Dubbed Operation Gold Seal by federal investigators, the case exploded into the national news last week with the publication of the names of some 9,600 possible buyers of junk degrees from the phony “St. Regis University” and at least 120 affiliated institutions operated by Dixie and Steven Randock Sr.

Check out the full story here . . .

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Most of us knew this was coming!  This allows for employers to continue using automated I-9 Services and E-Verify as it currently stands.

Democratic leaders and Republicans agree that there is not enough time left in this year’s congressional session for the wider verification debate.

In a year when political gridlock has halted most immigration legislation, the House overwhelmingly approved a bill Thursday, July 31, that would extend for five years a controversial government-run electronic employee verification system.

Although the measure passed 407-2 under special House rules that required at least a two-thirds majority, the final outcome doesn’t signal widespread agreement on the issue.

Many Democrats and some Republicans want to overhaul or junk E-Verify. Most Republicans and some conservative Democrats praise it for helping reduce the “jobs magnet” that fosters illegal immigration—and want to make it permanent and mandatory for all employers.

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Security Director News is reporting that the U.S. Shrink rate has dropped to the lowest level in 17 years. (In financial accounting the term inventory shrinkage [sometimes truncated to shrink] is the loss of products between point of manufacture or purchase from supplier and point of sale.)  Why you may ask? Today organization’s put a priority on security! Years ago programs such as access control, security systems, network security and employee background checks was unheard of. Today it’s the rule rather than the exception.

Shrink rate drops to lowest level in 17 years

ORLANDO, Fla.–With talk of the growing risk of organized retail crime, active shooters and data breaches getting prime spotlight at this year’s National Retail Federation’s Loss Prevention Conference & Exhibition, the news that inventory shrinkage as a percentage of sales fell to its lowest level in 17 years in 2007 was warmly welcomed.

The shrink rate of 1.424 percent represents a 9.3-percent decline from the 2006 results of the National Retail Security Survey, said Dr. Richard Hollinger, professor of criminology, law and society at the University of Florida and author of the report. This figure marked a six-year downward trend and is also the lowest rate in the history of the NRSS.

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Does your organization have a Substance Abuse Screening program for prospective and existing employees?  Well then, you might wonder why a Medical Review Officer (MRO) is so critical to the process.

Joe Reilly from Florida Drug Screening was kind enough to share some insights with us about why an MRO can be helpful in reviewing all substance abuse screening results, not just those that are positive.  The following is an excerpt from his guest article which was published on employeescreen University earlier today:

The MRO must not be an employee or agent of or have any financial interest in the laboratory for which the MRO is reviewing drug test results. Additionally, the MRO must not derive any financial benefit by having an agency use a specific drug testing laboratory or have any agreement with the laboratory that may be construed as a potential conflict of interest. The purpose of this requirement is to prevent any arrangement between a laboratory and an MRO that would prevent the MRO from reporting a problem identified with a laboratory’s test results or testing procedures.

The MRO has the following responsibilities:

(1) Determine that the information on the drug testing Custody and Control Form (CCF) is forensically and scientifically supportable;

(2) Interview the donor when required;

(3) Make a determination regarding the test result;

(4) Report the verified result to the employer or agency ordering the test; and

(5) Maintain records and confidentiality of the information.

Click here to view the full article

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In addition to the subject matter content expert podcast interviews from this year’s SHRM Conference, we also  conducted “man [or woman] on the street” interviews with some of the attendees that stopped by the employeescreenIQ booth.  Today, we are excited to posting the last of these interviews.  Among the topics discussed were their thoughts and attitudes and employment screening and background checks. Our favorite responses came when we asked about the biggest resume lies they had seen over the years.

Director ISR HR - University of Michigan

Derek Moss, Director ISR HR - University of Michigan

Director of HR - Howard County Health Department

Veronica Michie, Director of HR - Howard County Health Department

HR Director - Tuthill

Letie Spiak, HR Director - Tuthill

HR - RJ O'Brien & Associates

Tanisha Morris, HR - RJ O'Brien & Associates

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Ever heard of the Equal Employment Opportunity Law?  One aide in the Justice Department apparently hadn’t.  You should always let the results of the ACTUAL background check influence your hiring decision and make sure anything else you factor in is allowable under the law.  Otherwise, you’re asking for trouble!

Report accuses Gonzalez aides of misconduct

(CNN) – A scathing new report accuses aides to former Attorney General Alberto Gonzalez of committing misconduct, violating Justice Department policy and breaking the law by making hiring decisions based on political ideology rather than professional qualifications. The report by the DOJ’s Office of Inspector General and Office of Professional Responsibility singles out Monica Goodling, the department’s former White House liaison, for its harshest criticism.

In Congressional testimony provided under a grant of immunity last year, after her resignation from the Justice Department, Goodling stated that in a “very small number of cases” her decisions “may have been influenced in part based on political considerations.” She did not cooperate in the investigation.

The report notes that the Justice Department’s policy is to not discriminate against career-position applicants on the basis of “politics” and “political affiliation.” However, the report goes on to show Goodling’s background checks on prospective employees included the terms “spotted owl”, “Florida recount”, “Enron”, “Kerry”, “Iraq”, “WMD” (weapons of mass destruction), “abortion”, “gay”, “homosexual”, “sex” and “gun”.

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When I came across this headline I thought it would be another great argument for ongoing screening or IQ Review. In reality, many Florida educators never had a proper background check conducted in the first place.

‘Withers said the district is reviewing teachers hired before 2003, which is the year that the district stepped up its screening policies. He said he didn’t know why the policies were stepped up in 2003.’

They may have taught in Southwest Florida schools for years, but a new law could mean a pink slip for veteran teachers.

Teachers, administrators and others now fall under the Ethics and Education Act, which was passed by the Legislature and went into effect July 1.

The new law requires retroactive checks of the criminal records of teachers and employees in contact with students daily, and bars from employment anyone with any felony conviction for a variety of specified crimes.

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In addition to the subject matter content expert podcast interviews from this year’s SHRM Conference, we also conducted “man [or woman] on the street” interviews with some of the attendees that stopped by the employeescreenIQ booth.  Last week we posted the first few attendee interviews.  Here are three more!  Among the topics discussed were their thoughts and attitudes and employment screening and background checks. Our favorite responses came when we asked about the biggest resume lies they had seen over the years.

Karen Conaway, SR HR Rep at Delta Faucet

Karen Conaway, SR HR Rep at Delta Faucet


 

Carrie Tuma, HR Specialist - Villa St. Benedict

Carrie Tuma, HR Specialist - Villa St. Benedict


 

Ryan Anderson, HR Rep - Foundation Coal West, Inc.

Ryan Anderson, HR Rep - Foundation Coal West, Inc.

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The examples used in this blog are older but the advice is the same; don’t lie on your resume. Some of the comments on the blog are rather scary, one says you should lie, why not? He/She goes on to say:

” You’re just a number to the HR folks. If you hit your numbers, it don’t matter. Only sentimental fools tell the truth. From what I’m seeing on TV, no one cares.”

We know this couldn’t be further from the truth, especially with HR departments that conduct thorough background checks.  HR folks do care! Their job is to bring qualified personnel into their organizations.  In many ways an organizations success and failure begins and ends with them!

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