Background Screening Practical Application in the News

school-signIt’s a wise idea to look at the practical implications and applications of background screening from time to time; that’s why we’re happy to highlight this story from Milton, Pennsylvania.

At the Milton Area School District, there’s a new policy in place that will make sure that all kids are protected. The policy, set forth by the school board, requires all school district volunteers to go through background screening before they can help out.

As the media has been reporting, the background screening will include checks consisting of FBI reports, histories Pokies of child abuse and histories of criminal activity.

As we’ve noted in our blog previously, these types of school-related background checks are increasing in popularity as parents, teachers and administrators begin to become more aware of the security risks posed by unchecked volunteers. And the last thing any school district needs is the negative PR of a scandal.

We applaud Milton Area School District for taking this important step.  We also encourage you to step forward and ask your school officials how — or if — they background check their independent volunteers.

Does Advertising That You Background Check Net You Better Employees?

If you’re a company that regularly background checks all applicants, congratulations!  You’re obviously taking the future of your business very seriously, and that’s to be lauded. 

What we at VerifyProtect would like to know is whether you think that your dedication to background checking potential hirees has helped you net better employees?

For instance:

1.  Do you feel that the quality of your employee base has increased since implementing background checks?

2.  Do you get fewer “so-so” resumes because you announce that you background check applicants in your job advertisements?

3.  Do your employees tend to stay with your company longer because they have a greater sense of security that you actually do care about them?

Please let us know in the comments section of this blog!  We look forward to hearing from you!

Applicants Who Lie, part I: Education History

There are numerous ways that job applicants can and do lie to potential employers.  One of the easiest ways is by fibbing their education history.  They make up degrees, they make up schools attended, they even make up schools!  (There’s a whole market selling fraudulent degrees from fake schools.)

Without a comprehensive background check “sleuth” on their side, most companies don’t have or take the time to verify the educational credentials of all their potential employees.  Instead, they skim over the education history section of the applicant’s resume or CV, maybe ask him or her a few questions during the interview, and then move on to other things.

Make no mistake about it — even the smartest employers have been fooled by applicants who are determined to deceive.  That’s just one of the many reasons that it’s critical to perform thorough background screening procedures on every possible employee.

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  • 2009 Went by Quickly… Did You Miss These Popular Posts?

    The year 2009 certainly flew past at lightning speed!

    If you weren’t able to keep up with all the VerifyProtect posts, don’t worry!  We’ve compiled our top-rated ones for you below.  Enjoy!

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  • Referrals – A Great Job Candidate Source, but Don’t Forget to Screen Them!

    Every employer knows that one of the best ways to come up with really wonderful job candidates is to get them by referral.  Whether referred by a current worker, a former worker (who is still on good terms with the company), a vendor, a client or a volunteer, those types of potential employees can be pure gold.  However, that doesn’t give employers “wiggle room” when it comes to background screening.

    Even if you decide to hire the grown son of a terrific employee, it’s necessary to screen him just as you would a candidate who essentially “walked in off the street”.  Sure, you might think you’re saving money by simply concluding that the son is going to be as likable and dependable as his father (and you might even be right), but that’s a gamble you can’t take.

    Recent studies have suggested that up to 10% of all potential employees have some mark on their records, and some of those “marks” are in the criminal realm.  Who’s to say that your referred employee isn’t among them?

    Never take chances.  Background screen every employee… even if that person is your mother.

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  • Who’s Behind That Mask?

    Every time a candidate for a job steps in front of you, he or she is wearing a mask.  It’s a mask made up of many levels, and there’s no telling if one of those levels could be a devastating secret that could harm your company.

    What secrets could be hiding behind the applicant’s mask?  Statistics suggest that any of the following could be lurking:

    → Fudged resume dates.

    → Falsified education records and credentials.

    → Lies about past employers.

    → Felony offenses (or other criminal offenses) that occurred in your (or another) state.

    → Terrible credit history.

    → A bad driving record.

    The scariest part?  You can’t tell what’s behind the mask with your eyes alone. 

    This is why, as an employer, you must protect your business with pre-employment background screening.  Otherwise, when the applicant’s mask falls to the floor, you and your organization could be left in a very scary position.

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  • Employers… You Don’t Have to Be Sherlock Holmes to Find Applicants’ Digital Footprints

    The landscape of cyberspace may be virtual, but it’s tangible enough to allow every person to enters it to leave a trail of “footprints”.  Such imprints can be followed… and for many employers who are investigating job candidates, they don’t always lead to pretty places.

    Case in point — if you are thinking about hiring an applicant, it would behoove you to conduct background checks, criminal checks as well as Internet checks.  Look for that person’s Facebook, MySpace, Twitter and other personal/professional sites (such as blogs.)  You might be surprised to find that the individual that gave an amazing interview is actually a foul-mouthed blogger with a substantial loathing of authority.  (Not exactly a manager’s dream, eh?)

    Although it isn’t necessarily difficult to find applicants’ footprints, it can take time.  So you may want to hire someone to be an investigator on your behalf.  Regardless, don’t take this step casually.  What you discover — mixed with what background checks reveal – may just provide you with more insight than 100 interviews!

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  • Want to Become a Reality TV Star? Be Prepared for Intensive Background Checks!

    After several fiascos regarding reality TV stars in the past year (not the least of which was a shocking murder/suicide), anyone wishing to join the Real World cast or “Survivor” will have to submit to intensive background checks.

    How will these background checks differ from those previously done for reality stars and starlets?  First of all, they’ll actually be followed through.  (There’s been much speculation that certain checks weren’t completed at all for some reality show contestants.)  Secondly, casting directors and producers will be more inclined to delve beyond a simple credit check or criminal check into the “meat” of an actor’s or model’s past. 

    So does this mean an end to flamboyant reality TV icons like VH-1′s “New York” or the “Real Housewives”?  Probably not… just as long as they can get past a thorough screening process.

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  • Hire a Santa That’s Nice, Not Naughty

    santaAre you thinking of hiring a Santa Claus lookalike this season for a private celebration or event?  Don’t take chances!  Be certain that ANYONE who dons that pretty red suit gets a background check.

    Think about it — Santa is one of those wonderful characters that kids (and adults) innately trust.  And that means YOU have to trust the person who’s playing the jolly old elf implicitly.  The last thing you need is to find out that you’ve hired someone naughty and not nice.

    Don’t roll the dice.  Get your Santa background screened.  Doing so will provide a measure of protection that’s worth more than all the egg nog you can drink!

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  • Warning to Job Seekers: Pay Your Bills!

    The job market has changed dramatically and that means job seekers have to pay more attention to the way they appear to potential employers than ever before.  They have to dress smarter, have more substantial resumes, be more flexible with employment options and, on top of everything else, keep their credit scores as high as possible.

    That last item seems to be difficult for many job hunters, as they’re struggling to pay their bills.  But, like it or not, it’s critical for employee wanna-bes to keep up with their creditors lest they lose a coveted position because of a shoddy credit report.

    Of course, some employees a) don’t know this fact and/or b) don’t care about it.  But they should make no mistake — more and more companies are including credit reports as part of their standard new hire background check procedures.

    So what should job hunters do?  First, they can get a copy of their credit scores and reports (for free) to make sure they’re in order.  Next, if there are any red flags, they can tell a potential employer upfront so the employer isn’t surprised by the credit report.  Finally, they can aim to increase their credit score by paying bills on time or even working with a financial counselor who can assist them in upping their report.

    Above all else, though, job seekers need to realize that how they handle their finances at home could greatly affect whether or not they’ll be offered a job.

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