Due diligence risk management and Employment Screening

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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.  https://www.esrcheck.com/newsletter/archives/April_2009.php.  The article reported that a technician was facing gross sexual imposition and sexual imposition charges for allegedly molesting five…

Ambiguous References and the Fine Art of a Polite Negative References

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Who says there is no humor in the hiring process?  Employers, Human Resources professionals and Recruiters   may enjoy the book, “Lexicon of Intentionally Ambiguous Recommendations (LIAR),” by Robert Thornton, available on Amazon.  The book gives a whole new meaning to the term “damned with faint praise.”  It answers the age old question of how to give…

History of NAPBS

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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…

The Six Biggest Job Applicant Lies

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Although statistics vary widely, there is widespread agreement that a substantial number of resumes belong in the “fiction” 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…

Background Checks and New Legal Hotspots and Latest Trends in Employment Screening

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Rmployment Screening Resources (ESR)  is giving a webinar on November 18, 2009 on behalf of the Institute of Management and Administration (IOMA).   The details are at http://www.ioma.com/webinars/1320.html?priority=SA05EM8  Here is the IOMA program description:  Did you know? If your company hires a dangerous, unqualified, or dishonest candidate and harm occurs on the job, your HR…

Privacy and Data Protection in Background Check Screening Reports

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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…