A recent post on an HR blog concerned an applicant who was directed online to web-based background screening software to fill out information, finding it took 80 minutes. Not surprisingly, this applicant was not pleased with the amount of time and effort it took to fill out on online background form. Such dissatisfaction can actually …Continue reading "Job Applicants and Online Employee Background Screening Software"
In the April, 2009 ESR Newsletter, ESR reported on a case in Ohio where a negligent hiring lawsuit was filed on behalf of a sleep clinic patient that was sexually molested by a staff member.Â http://www.esrcheck.com/newsletter/archives/April_2009.php.Â The article reported that a technician was facing gross sexual imposition and sexual imposition charges for allegedly molesting five …Continue reading "Due diligence risk management and Employment Screening"
From the ESR mailbox: I have heard that it is against the law to check any reference other than those provided by the applicant. For example, if an applicant had a job that was not listed on the resume or application, can a background firm or employer still contact that person? Answer: We are not …Continue reading "Calling unlisted former employers for employment reference"
Who says there is no humor in the hiring process?Â Employers, Human Resources professionals and RecruitersÂ Â may enjoyÂ the book, â€œLexicon of Intentionally Ambiguous Recommendations (LIAR),â€ by Robert Thornton, available on Amazon.Â The book gives a whole new meaning to the term â€œdamned with faint praise.â€Â It answers the age old question of how to give …Continue reading "Ambiguous References and the Fine Art of a Polite Negative References"
A frequently asked question is how the National Association of Professional Background Screeners (NAPBS®) got started. Here is an excellent expert from a blog dated Jun-4-2008 that recounts that history at http://www.zimbio.com/. Background investigations are one of the most in-demand services provided by private investigators. From pre-employment screening, to tenant checks, to corporate due diligence investigations, the need …Continue reading "History of NAPBS"
Although statistics vary widely, there is widespread agreement that a substantial number of resumes belong in the â€œfictionâ€ section of the bookstore. The rate of fraud can be as high as 40% and higher according to different sources. Applicants certainly have the right to put their best foot forward, and puffing their qualifications is an …Continue reading "The Six Biggest Job Applicant Lies"
Rmployment Screening Resources (ESR) Â is giving a webinar on November 18, 2009 on behalf of the Institute of Management and Administration (IOMA). Â The details are at http://www.ioma.com/webinars/1320.html?priority=SA05EM8Â Here is the IOMA program description:Â Did you know? If your company hires a dangerous, unqualified, or dishonest candidate and harm occurs on the job, your HR …Continue reading "Background Checks and New Legal Hotspots and Latest Trends in Employment Screening"
An excellent article on how employers can deal with workplace has appeared in the Coshocton Tribune in Ohio. It was written by Ohio human resources consultant Jim Evans is president of JK Evans & Associates LLC, a Zanesville-based human resources consulting firm. The article recounted some recent incidents of workplace violence and reminded employers and …Continue reading "Workplace violence and employment screening background checks"
The case involved a plumber that was hired in 1999, even though the plumbing company knew the person had been convicted of domestic violence and/or arson involving the plumber’s ex-wife. Four years later, in 2003, the plumber performs a service call at the victim’s home. The plumber and the victim started a relationship that eventually …Continue reading "California Case Demonstrates Outer Limits to Negligent Hiring Exposure"
Because background reports and background release forms contains sensitive and confidential information, efforts must be made to keep the contents private and confidential and only available to decision-makers directly involved in the hiring process. The Report itself, along with the Release and Authorization forms signed by the applicant, should be maintained separately from the employee’s …Continue reading "Privacy and Data Protection in Background Check Screening Reports"