Running a background check on a new hire? Makes sense. An employer has a duty to avoid negligent hiring, to prevent security data breaches, and to ensure workplace safety.

But things can get a little tricky when you’ve found that one-of-a-kind candidate, can’t wait to make that job offer—and then, a negative history on the potential new hire surfaces.

If the negative history for the new hire is confirmed, your company will decide whether the issue pertains to its criteria for new hires.

If so…

Ensure Reasonable Time, With a Pre-Adverse Action Notification to the New Hire.

Provide a Pre-Adverse Action notice to the new hire. This means explaining that the job offer to the new hire may be rescinded on account of details in the background check. Give the individual a copy of the report with the name and contact details for the firm that performed the check, and a copy of their rights under the FCRA, plus a reasonable time (generally 5 business days) to examine the report and respond.

If your new hire explains or disputes the findings, and the record is corrected, then you are set, and your employee has had an important issue fixed.

If not…

The Adverse Action Notice: Retract the Job Offer, In Writing.

The letter must state that the retraction is based wholly or partly on information in the background report, and that the company performing the background check was in no way involved in the adverse decision, and is not able to provide reasons for it.

The individual is entitled to a second (free) report within 2 months, and should be informed of this.

If you are a client of Screening Intelligence, we will reinvestigate for you, should your applicant dispute any detail of their background check.

We Always Apply Due Diligence.

As a member in good standing of the National Association of Professional Background Screeners, we adhere to strict standards of legal and professional responsibility.

When we find negative details, we first rule out false positives. Mistaken identity can occur. This is a key reason to choose a background check company with an outstanding reputation.

On behalf of your business, Screening Intelligence always uses sound procedures, so you draw the right conclusions—as the federal Fair Credit Reporting Act requires. We scour data from all states, and can send court researchers to every county court in the USA to check court records.

Support your company’s best interests. Contact us.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Over 50 percent of U.S. job applicants admit to having stretched the truth on their resumes – and that’s just the portion of applicants who choose to admit it! Applicants who lie on resumes and commit resume fraud might be pursuing jobs at any level, from junior level employee to senior executive.

Falling for lies can lead employers to make poor hiring decisions. This in turn can deteriorate the quality of productivity, staff results and ultimately business profits. Applicants who lie on resumes may commit fraud in other areas of their job responsibilities as well. There is also the risk of a negligent hiring lawsuit if the worker goes on to commit crimes once they are part of the staff.

The following are some tips for employers and HR staff to minimize their risk of falling for resume fraud:

1. Look For Discrepancies and Gaps

A lack of consistency is the biggest red flag when looking for resume fraud. Also, those who have the longest gaps in their employment have been found to be the most likely to lie on their resume in order to cover the gaps and make themselves look more appealing.

2. Pay Close Attention to the Areas that Tend to Be Embellished Most

Two of the areas most prone to resume fraud are education and employment history. Some applicants will extend the years they worked at a firm, fill in gaps with fictitious employment and lie about the degrees and employee training programs they have completed. The best way to determine the truth during an employer interview is to probe deeper and ask pointed questions.

3. Watch Body Language and Verbal Cues

While some degree of nervousness is normal at a job interview, take note if the interviewee’s anxiety escalates when talking about their education, employment history or any other aspect of the resume that seems embellished. This could be a sign that they have lied in these areas. If they begin to stop using personal pronouns like “I” and “me” when talking about a specific area, this could be a sign that they are trying to distance themselves from a lie.

4. Make Phone Calls to Follow Up and Identify Resume Fraud

Following up with a phone call to each of the organizations listed on the resume is the best way to verify the dates and other specifics listed there. While this can be time consuming for employers who have numerous resumes to sift through, this step can be reserved for the top tier of candidates who are being seriously considered.

5. Use Professional Employment Screening and Background Checks

Making use of a professional screening service is valuable in determining the history of job applicants. Employment screening can look into all areas relevant to position including financial history, credit history and criminal background. Employers can also have the professional screening company verify previous employers, educational institutions and references. Professional employment screening can help to give a more complete picture of the applicant’s background.

Resume fraud is a very real risk for employers. Over 50 percent of hiring managers report finding lies on the resumes they receive. Employers can use these tips to avoid resume fraud and help minimize their liability and connect with the very best candidates for each position.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.

Sources: http://time.com/money/3995981/how-many-people-lie-resumes/
http://www.nydailynews.com/jobs/don-blow-chances-padded-resume-article-1.331573

Few things strike fear into the hearts and minds of job seekers more than employment background checks. Whether you have bad credit, have accumulated a fair share of speeding tickets, or have a felony on your record, chances are you’ve at least wondered if the check will unearth something that stands between you and the job of your dreams. While the background inquiry has become a pivotal point in the hiring process, many job hunters have endless misperceptions about what a background check is and what it reveals.

Here are four myths about employment background checks that you can forget. As an employer, this clarification can help you choose the right screening program for your company. As an employee, it can help provide comfort knowing what you’re up against.

Myth: All employment background checks are created equal.

There are Fair Credit Reporting Act (FCRA) guidelines in place that every background screening agency should follow, theoretically leading to the same standards used across companies. However, there is no single database loaded with all criminal information and different companies go digging with different zeal. Whether you are an employer or a potential employee, if a service offers a deal that seems too good to be true, it probably is. Approaching a background check haphazardly can lead to erroneous information, a false sense of comfort, a poor hire or even a lawsuit.

Myth: Employment background checks only look for criminal charges.

Different employers seek different information. Expect to face greater scrutiny if you’re handling money or security; responsible for the care of people who are elderly, disabled or children; or enforcing the law. Some employers examine military records, bankruptcy proceedings, driving records, sex offender lists and drug test results.

Myth: Employers can’t look at social media profiles.

Although the Equal Employment Opportunity Commission discourages making hiring decisions on the basis of social media background checks, such digging isn’t illegal as of 2016. Most employers use these resources to look for profane comments, inappropriate photos or anything else that would put the company’s reputation at risk.

Myth: Employers are trying to find a reason not to hire you.

By the time a background check is underway, the odds are that the employer wants to hire you. Employers usually use this step as the last one prior to an official hire.

If you want a comprehensive background check completed, please contact Screening Intelligence. From pre-employment background checks to tenant screening, they are here to help.

Disclaimer Statement: All information presented is never intended as legal advice and is for information purposes only.