While diploma mills have been around for years a new development has been the emergence of firms providing fake experience certificates and references.
The cost of background screening contingent workers often flies under the radar of even the most meticulous managers. Companies are hampered by limited visibility into the cost detail, because the charges are frequently passed through staffing firms . . .
This year’s trends were announced at SHRM’s New Orleans conference and are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news.
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The employee was fired for lying. The worst part, Fishman says, is that this person wouldn’t even have needed a degree for the promotion.
Nine years after the U.S. Congress endorsed the use of electronic signatures for commerce, research shows the majority of employers and academic institutions are refusing to accept them for verification purposes.
An alarming 57 percent of requests for employment and education verifications were rejected when an electronically signed consent form was used, according to research conducted by the Quality Service division of EmployeeScreenIQ, a global screening company.
Difficult as it may now be to believe, there once was a time when folks on Wall Street were held in high regard. The high rollers at firms like Bear Stearns, Merrill Lynch and the financial services division of AIG may have been a tad haughty if not outright arrogant, but the lucre they generated evoked similar sums of admiration and envy.
Indeed, post-9/11, screening an applicant’s background went from being an option in the hiring process to a necessity—a measure to ensure the safety of a company’s workers, vendors and customers.