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Resume Verification

Sure, you know resume verification is important, but do you understand why your company might be at risk if you don’t verify the information your candidate provides on their resume?

Our upcoming webinar, “Liar, Liar, Pants on Fire! An Employer’s Guide to Effective Resume Verification”, will give you more than one or two convincing reasons why you should add this crucial pre-employment screening service.

As a nudge to register for our webinar, here are five common myths about resume verification. The only trick is—you have to attend our webinar to find out the truth about these myths.

1. “Nobody tells you anything.”

2. “Anyone can help us verify information on a resume.”

3. “Employers aren’t allowed to say anything bad.”

4. “More phone calls lead to better results.”

5. “Talking to references leads to better decisions.”

Intrigued? Sign up for our webinar now and join us Wednesday, June 18th at 2:00PM Eastern for compelling reasons employers should use resume verifications, best practices for busting resume lies, stories of infamous resume fraud, and of course—the truths to these five myths.

Resume Lies

 

 

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Background Check Consent

If you’ve been paying attention to our blog for the last couple years, you’ll know that we’ve spent a considerable amount of time discussing the flurry of class action lawsuits brought against employers for failure to comply with the Fair Credit Reporting Act (FCRA). And by no means are these cases for the feint of heart. Typically, we’ve seen settlements range from several hundred thousand dollars to tens of millions.

Well, apparently not everyone has gotten the memo, so if you are concerned about maintaining compliant background check practices, you’ll want to read on.

Last week, a New Jersey federal court approved an $870,000 class settlement against a trucking company who didn’t think they needed to obtain consent from their job candidates to conduct an employment background check. Not only didn’t they have consent, but clearly accuracy wasn’t important either; [...]

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Resume Lies

Is that resume in your hand the real deal? Or is it peppered with white lies – or even more serious inaccuracies such as falsified academic credentials or a fabricated work history?

To ensure your Mr. or Ms. Perfect isn’t really a Pinocchio in disguise, tune in on Wednesday, June 18, 2014 at 2:00 PM Eastern to “Liar, Liar, Pants on Fire: An Employer’s Guide to Effective Resume Verification,” a complimentary webinar from EmployeeScreenIQ.

Our lie-busting panel of experts includes our own Nick Fishman and Jason Morris along with special guests, Craig Caddell, vice president of Reference Pro and Karen Jones, CPP, senior analyst with Wegman’s.

Resume Lies

In our one hour session, you’ll learn:

  • How liars slip through the cracks—even at the highest levels
  • Why it’s absolutely critical to confirm candidate qualifications
  • The right way to verify information from resumes and references
  • The most notorious diploma mills and why they continue to flourish
  • If and how to confront a candidate who has lied

Our Panelists:

Jason

Jason Morris, President & Chief Operating Officer, EmployeeScreenIQ

Nick

Nick Fishman, Executive VP, Chief Marketing Officer, EmployeeScreenIQ

Karen Jones

Karen Jones, CPP, Senior Analyst, Wegman’s

Craig

Craig Caddell, Vice President, ReferencePro

 

Resume Lies

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Nearly 600 human resources professionals opened up to EmployeeScreenIQ about how they use employment background checks to make hiring decisions and their candid feedback is detailed in our just-released, fifth annual survey of U.S. based employers. The new report looks at how companies manage the process of employment screening, their practices concerning Fair Credit Reporting Act (FCRA), Equal Opportunity Employment Commission (EEOC) guidance, candidates’ self-disclosure of criminal records and how they address adverse findings.

In the past few years, the EmployeeScreenIQ Trends Survey has become a benchmark many employers use to evaluate their background screening policies and practices. This year’s survey provides a unique cross-section of opinions and insights from an assortment of organizations and is a must-read for HR professionals that want to learn about what their industry peers are doing.

Today, we’d like to analyze how employers are adapting to the 2012 EEOC guidance on employers’ use of criminal background checks. [...]

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Drug Testing, Employment Background Checks

Earlier this week, I read an interesting study on employers’ use of substance abuse tests as a hiring tool and how they impact minorities. According to the study conducted by Notre Dame labor economist, Abigail Wozniak, in states where testing is prevalent due to supportive laws, black employment increased between 7% and 30%, and wages for black workers increased by between 1.4% and 13%. Bluntly, this means that fewer minorities, in this case African-Americans failed drug tests and as a result were hired at an increased rate than if they hadn’t been tested. [...]

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SHRM at the Orange County Convention Center

 

Will you be at the SHRM 2014 Annual Conference and Exposition in Orlando, Florida?

The SHRM 2014 Annual Conference is drawing close, once again. In just over a month, you can visit EmployeeScreenIQ at Booth #2483 at SHRM, Sunday, June 22nd through Tuesday the 24th. Let our experts assess your employment background screening program and be entered to win 1 of 25 Kindle Fire HD tablets.

Meet Our Experts

Sure, things are okay (sort of) with your current background screening provider, but maybe you could do better. EmployeeScreenIQ invites you to meet us at the SHRM 2014 Annual Conference in Orlando and let our experts assess your background screening program.

Each of our experts has decades of experience in the employment background screening marketplace and has worked with numerous clients in all sorts of industries. Be sure to email us at info@employeescreen.com with at least two dates and times you’re available during the conference to meet with our experts and we’ll follow-up to confirm your appointment.

And when you stop by our booth, you will be entered to win 1 of 25 Kindle Fire HD tablets–well worth a few moments of your time.

 

 

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Background Checks in Education

Nearly every week another news story pops up related to background checks in schools—particularly related to the need for improvement. While background checks in the education industry are standardized by state, the question is not whether or not background checks are in place, but rather how comprehensive they are.

Although each state has its own requirements for school background checks, there’s a false sense of security that comes with them. Many states require academic institutions—from preschools to universities (both public and private)—to only conduct a statewide or fingerprint background check. Because of this, many schools are making hiring decisions based on less-than-accurate results. [...]

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Baltimore Ban the Box

Baltimore is the latest major U.S. city to “ban the box.” Mayor Stephanie Rawlings-Blake is expected to sign a controversial bill that prohibits both private and public employers from asking job seekers about their criminal background on job applications. The bill passed the city council on April 28, 2014 with a vote of 10-4.

The Baltimore law raises the stakes to a whole new level by imposing criminal penalties for employers who violate the law, including a fine of up to $500 per violation, and up to 90 days in prison. Employers found in violation may face both a fine and imprisonment for each offense. Ironically, in an effort to help ex-cons, the law creates a new class of criminals.

Under the bill, employers may ask about criminal history and conduct a criminal background check only after making a conditional offer of employment. The bill has been widely criticized by business groups who point out the time and expense posed by requiring a conditional offer of employment. The law provides a safe harbor for federal, state, or local mandates where a background check is required, and it also provides an exemption for employers who handle vulnerable populations. [...]

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Compliance Employment Background Checks

For those interested in staying up-to-date with the latest in compliance for pre-employment background screening and the laws that affect your use of employment background checks, follow our publication, BTW: Your Guide to Staying Out of Hot Water. This compliance resource has been created by our VP of Compliance and General Counsel, Angela Preston, and is a must-read for human resources and security professionals.

The 411 on 420: Marijuana, Drug Testing, and the Workplace

The May issue of By The Way brings you a topic rising in popularity, The 411 on 420: Marijuana, Drug Testing, and the Workplace. Angela analyzes marijuana in the workplace and the law, the difference between recreational and medicinal use, and what all of this means for employers. Read More Here.

Not So Fast: Swift Settles FCRA Claim with $4.4M for Background Checks

Not too long ago, Swift Transportation finally settled with $4.4M for a claim that the company had violated the Fair Credit Reporting Act. Find out the results of the case and how to avoid being the next Swift case here.

US Senate Bill Targets Credit Checks and FCRA Reform

The third story discusses the recent SECURE Act of 2014, related to the use of credit reports by employers and others. Read more to find out the contents of this bill and how this could affect employers.

Ask Angela: Background Checks and the Candidate Experience

Lastly, Ask Angela returns this month with a question related to candidate experience. Angela reviews what not to do when it comes to applicants and employment background checks. Read More Here.


















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Candidate Experience

This month, we are looking at things from the job applicant’s point of view. I’m answering a question from Quentin, a job candidate who was rejected for employment by Big Kahuna Burger (BKB). Based on Quentin’s version of the facts, his question reads a lot like what NOT to do for a positive candidate experience. Of course, the names have been changed to protect the innocent.

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