EmployeeScreenIQ

One of the biggest reasons to conduct background checks and criminal records (Click here) checks on potential employees is the increasing trend of resume fraud.

A recent study from Challenger, Gray & Christmas Inc. found that most resume fraud is missed by HR employees because they don't bother to check a candidate's work experience, education or references.

Today, most companies use outside consultants to check this information, but the companies that do check found more false information or exaggerations during 2008, when the study took place.

A prime example is Dallas-based Automatic Data Processing Inc., which reported that 46 percent all fact checks the company did during 2008 revealed some discrepancies, which is an increase from 41 percent during 2007.

In commenting on that study, an article from ScrippsNews makes a good point in noting that those numbers are probably much higher now, taking into consideration that there are tens of millions of unemployed Americans, many of who have been out of work for at least six months.

Vikita Poindexter, owner of an HR consulting firm in California, told Scripps that most recently, job seekers have turned to listing fictional former employers that are no longer in operation on their resume.

"It is something that is pretty prevalent right now," she said "I try to educate my clients to do full background screening, but you'd be surprised how many don't. Someone presents a list of past employers, and every one has gone out of business, so there's no way to check? Every one. That's a huge red flag."

Here are some ways ScrippsNews notes candidates can lie on their resumes:

• Job titles: Making or boosting a title in order to command a better salary. One person claimed to be a chief financial officer but held a minor job in the accounting department.
• Education: Listing a degree from a school not attended; mentioning a school that is not accredited; inflating GPA or embellishing honors.
• Reason for leaving: Saying you were a victim of a mass downsizing when in reality you were let go for poor performance.
• References: Some try to pawn off family members as business references, which can backfire when it turns out your uncle actually doesn't think much of you.

Labels: Background checks and criminal records

Any job seeker applying for a financial services position, or any employer looking to fill an opening in that industry, should be aware of the importance of background checks.

During the past 10 years, no other industry has been affected more by employment screening regulations than the financial services industry. The US Patriot Act, Sarbanes Oxley requirements and FDIC guidelines are just some of the government directives that require the attention of those in the industry.

Here are some sample background checks candidates for positions in the financial services industry may undergo. Visit http://www.employeescreen.com to learn more.

• Social Security number trace - This procedure, which also includes an address history search, authenticates that the Social Security number an applicant provides is associated with an individual of the same name and birth date. The Social Security number trace reveals addresses that are used to select court jurisdictions in which to check for criminal records, and also will reveal any aliases.
• Employment verifications - This verifies information on an applicant's resume, including dates of employment, starting and ending positions and salaries, reason for termination, and eligibility for rehire. It also may include interviews with former supervisors.
• Education verifications - This confirms the schools the candidate attended, diplomas they received, degrees and certificates they were awarded and any additional information available.
• County criminal record search - This consists of an on-site manual search for the superior, upper, lower and municipal court records available in each county. These records will indicate whether or not a candidate has had a felony, misdemeanor or infraction within the last seven years or longer. The end result includes date of arrest, date of filing, charges, level of charges, disposition date, final disposition of charges and any sentence or penalty.
• Federal criminal record search - Cases found through these searches typically involve violations of the Constitution or federal law, including things such as tax evasion, embezzlement, bank robbery, kidnapping and mail fraud. Federal criminal convictions will not appear in state or county felony and misdemeanor court record searches.
• National criminal record database search - These aggregate databases are comprised of millions of records from various sources, including county court houses, state departments of incarcerations, state record repositories, probation departments, townships and sex offender registries.
• Pre-employment credit report - These reports, which are provided by one of the three nationwide credit bureaus, offer insight into an applicant's reliability and a sense of their personal responsibility. Reports will include derogatory credit information; public filings, including bankruptcies, liens and judgments; account standing with creditors; and previous address history.
• Homeland Security Check - This cross references an applicant's name against more than 90 worldwide known terrorist and fugitive databases that include individuals, organizations and companies considered to be a threat to global and national security. The Homeland Security database is updated daily as various lists are modified.
• Substance abuse screening - This can include physical exams and urine, hair or saliva testing for various substances.

Applicants for positions in the financial services industry also may undergo background checks relating to professional license verification, financial sanctions searches and the Office of Foreign Assets Control.

Labels: Sample background checks

Many states are considering restricting access to credit checks during a criminal background check.

Inc is reporting that at least 16 states are considering legislation to ban or limit an employer's ability to run credit checks on potential hires, a practice that has become commonplace while conducting a criminal background check.

A recent survey from the Society for Human Resource Management found that 60 percent of employers run credit checks on some job applicants, an increase from the 43 percent who did so during 2006.

In most states, employers can check job applicants and current employees' histories for overdue payments on mortgages, credit cards, loans, rent and more. Credit checks are viewed as part of a hiring strategy to prevent putting at-risk or untrustworthy applicants into positions where they could do harm to the company.

But opponents call the practice discriminatory and unnecessary, Inc reports.

Most recently, business owners and state legislators in Maryland are battling over the practice. After hearing complaints from out-of-work constituents, Rep. Kirill Reznik proposed legislation that would restrict an employer's ability to use credit history against existing employees or potential hires.

"In this bad economy, when they leave their jobs and get behind on their bills, their credit reports go bad," he said. "When they try to get a job, they're unable to – and get stuck in an unfair Catch-22."

In Wisconsin, Rep. Kim Hixson has proposed legislation that would ban discriminatory credit checks for jobs that aren't substantially related to a candidate's credit history. He told Inc that although there are some relevances when hiring an investment banker, the same may not be true for hiring a truck driver, librarian or gym employee.

"I've had some employers tell me a credit report is a mark of a person's character," Hixson said. "They say, 'if they have a good credit history, I know they are trustworthy.' That's just not always going to be the case, so hiring based on it is discriminatory."

A 2007 law signed in Washington states that employers may not access credit reports of employees or job applicants unless the information is significantly related to the employee or their job responsibilities.

The issue also is gaining national attention, as EEOC Chairman Stuart Ishimaru has become a vocal critic of using employee credit checks, and has asked the agency to issue guidelines on how to complete a criminal background check in a non-discriminatory manner.

Labels: Criminal background check

Are the criminal background checks being performed on NASA employees a violation of privacy?

The Supreme Court recently announced that it will answer that question about employees at NASA's Jet Propulsion Laboratory in California who were classified as "low risk", according to an article by Reuters.

The question came about after some longtime employees decided to legally challenge the organization's in-depth checks for information on medical treatment, counseling for drug use, or any other "adverse" information.

After NASA implemented a policy requiring everyone to undergo a background check before being allowed access to the facility, a group of 28 scientists, engineers and administrative personnel sued the organization and challenged the investigations for violating constitutional privacy rights.

Although a federal judge ruled in favor of NASA, a U.S. appeals court disagreed and ruled that NASA should not be allowed to conduct such invasive background checks, but the Obama administration has now appealed to the Supreme Court.

The laboratory, which is owned by NASA and operated by the California Institute of Technology, is known for developing satellites, rockets, spacecraft and telescopes.

NASA currently requires scientists, engineers and all other employees at the laboratory to undergo background investigations. All positions are filled by contract employees, who could be fired if they do not agree to undergo criminal background checks.

Lawyers for NASA have argued that the ruling by the appeals court has prevented the routine background checks of many government contract employees, as well as cast constitutional doubt on a process that has been used for more than 50 years.

Lawyers for the employees, on the other hand, are questioning why NASA decided to implement the background checks for the first time in more than 50 years. They also note that the laboratory is located on an open campus, has limited security and welcomes outside visitors.

Labels: Criminal background checks

A recent incident is causing some local officials to question the depth of background checks and criminal records (Click here) performed on constables.

Dallas County Judge Jim Foster is requesting that the Dallas County Sheriff's Department conduct background checks on some deputy constables to make sure they are qualified for the job. This concern came about after a lieutenant in Precinct 5 was charged with minor felonies during a constable investigation.

An investigation by The Dallas Morning News found that before Constable Jaime Cortes hired Lieutenant Howard Watson, he was wanted in California in connection with a large legal judgment and child support, and previously faced criminal charges that were eventually thrown out.

Because of that information, Foster plans to put the idea of requiring additional background checks for other deputies in Precinct 5 up for a vote. Commissioners Maurine Dickey and Kenneth Mayfield have come out in support of the idea.

"I want this court to order that this precinct submit each and every person to undergo a complete and thorough background check," Foster told TDMN. "We've already seen evidence that it's not being done."

Lawrence Friedman, the lawyer representing Cortes, said he will go along with the idea if Foster, Dickey and Mayfield consent to background checks themselves. He said the three are neglecting the duties they were elected to perform by concerning themselves with constables' affairs.

Currently, the Dallas County Human Resources department only performs preliminary background checks on new constable employees, which include such things as education verification. The constables are then responsible for conducting additional employee background checks, such as contacting previous employers and verifying other information.

Labels: Background checks and criminal records