Yahoo CEO latest to get caught padding resume

Well, it has happened again. This time it’s Yahoo CEO Scott Thompson whose resume was found to be padded. Thompson, who was hired by the internet giant in January, has two degrees listed on his resume: A bachelor’s degree in accounting from Stonehill College, and a degree in computer science, which would make sense given his history in the workforce – Thompson previously was an executive with Paypal. Unfortunately, he doesn’t hold a computer science degree.

This lapse in employment screening seems particularly stunning given that it was such an upper-level position (the very top!) with such a public company. But skipping such a critical step in the pre-employment screening process – namely, that of education verification – is something that is commonly done, particularly with someone online pokie of Thompson’s stature and distinguished career. Collectively, people in human resources and others involved in the hiring process think ‘Why would he make up anything at this point? Surely someone else would have caught a lie by now.’ It can seem almost ridiculous to spend time and money verifying someone’s education credentials at that level.

But Thompson’s story is exactly why it’s critical to conduct a thorough employment screening every single time. Yahoo is now dealing with a public relations nightmare, not to mention upheaval within its ranks and among its biggest investors. Those are headaches no business wants. So do yourself a favor, learn by others’ mistakes, and be thorough and unbiased in your own screening protocols.


Follow on Twitter! services go above and beyond usual background check

There are plenty of employment screening services out there that can run a simple credit check and criminal background search. But what if you are an employer with special circumstances, someone who needs a certain type of background check or credentials certified? At Verify Protect, we offer all the basics of the typical pre-employment screening service, along with a host of other screening options and verification services, to meet your company’s unique needs. A few of these include:

  • Healthcare Sanctions Lists: A multi-level search of healthcare industry databases from the OIG, GSA, FACIS and 800 other state and federal healthcare databases.
  • Professional / Occupational State License Verification: Information obtained includes license status, and, if available, expiration date, adverse information and specialization.
  • Government Foreign Nationals Watch List: Find out whether certain groups and/or individuals are identified as threats to U.S. Foreign Policy and National Security by The Office of Foreign Assets Control (OFAC) of The U.S. Department of the Treasury.
  • Education Verification: will contact any college, university, trade school or high school to verify your applicant’s stated degree obtained and attendance dates. Verifications including transcripts also are available.
  • National Bankruptcy Search: has access to more than 9.5 million records compiled of bankruptcy filings from January 1992 to present.
  • International Employment Verification: We will contact previous international employers to verify your applicant’s employment.
  • Workers Compensation Record Search: This state-requested report generally contains case numbers, date of injury, injury type and employer at the time of the injury. Access to this information and rules for obtaining this report will vary state to state. Not all states allow this search.
  • MVR – Standard Driver’s License Record Search: A report on the applicant’s driving record for the state where they are licensed. Includes license status, moving violations, and accident history.


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Common Background Screening Mistakes

More and more employers are using background screening to help them find just the right person to fill their vacancies, but how can they be sure their check is giving them exactly what they need? What are some common background check mistakes?

First, it’s important that employers ensure they’re in compliance with federal and state laws.

In New York, for example, employers must comply with both the federal Fair Credit Reporting Act and the New York Fair Credit Reporting Act – the state act is stricter in some areas. While both acts seem to apply only to credit reports, they actually cover much a wide range of reports, and if the report vendor is from another state, there is no reason to assume they’re in compliance with your state’s laws.

For best results, start a pre-employment background screening as soon as possible, so you aren’t left with a vacancy – or worse, an unqualified employee – when the report arrives.

Another legal issue arises when a company doesn’t have a clear set of written background screening guidelines that are consistently applied to all applicants. Performing checks on some applicants and not on others opens employers to claims of discrimination.

And remember that it’s best to have applicants sign a separate form assenting to any background checks rather than a single line on the employment application form, and give the applicants sufficient time to read through the information.

Finally, employers often perform excessive screening for lower-level employees. There’s no need to pay for an education verification or deep credit report on a low-level or temporary employee – instead focus your resources where they’ll do the most good for your company.

Background checks can be a valuable tool in any employer’s arsenal, and keeping these tips in mind will give you the right information to recruit the right candidate.

Education Verification – Anyone Can Write “Harvard” on a Resume

Guess what?  Anyone can write “Harvard” on a resume… or “Yale” or “Princeton” or “Penn State” for that matter.  But that doesn’t mean that he or she ever really attended the institute of higher education.

This is the reason that education verification is so critical, especially for upper management level positions.  If you want someone on the job who has a certain degree from a particular type of college (e.g., medical school, law school, liberal arts school, trade school), you need to make sure that you’re getting what you think you’re getting!

Case in point — even if someone can “talk the talk” about your alma mater (as if he or she went there), it’s still important to conduct education verification.  We at VerifyProtect routinely uncover lies and half-truths (“Well, I attended for a semester before dropping out… so I’ll say I ’went to Georgetown’!”) that absolutely bowl our clients over.  And they are always grateful that they didn’t hire the persons trying to dupe them.

Even if you’ve never had a problem before, it’s time to start implementing education verification as a standard part of your background screening process.  You will absolutely never regret it.

A Dubious Award for the United States – Diploma Mill Capital of the World

According to the numbers, the United States leads the world in offering something that’s rather embarrassing.  It seems that America — most notably the states of California, Hawaii and Washington — tops all other countries in the number of ”diploma mills”.  Ouch.

What are “diploma mills”?  Well, to put it simply, they are entities whose sole purpose is to issue fake diplomas and certificates to men and women.  These diplomas look authentic, but the institutes from which they come are about as real as gnomes and fairies.

So what is an employer to do?  Obviously, we recommend that every potential new hire be screened thoroughly — and that includes education verification.  If you haven’t heard of a school, there might be good reason.  It might not exist except on a website and piece of worthless paper.

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  • Liars Don’t Wear Signs

    Think you can spot a lying interviewee?  Guess again.  They don’t wear big signs that give away their fibs and many of them have perfected the art of tweaking the truth.

    Though you can’t stop some people from bending reality, you can educate and protect your business by instituting an across-the-board policy of getting professional education and employment verification on all potential hirees.  (Wait until they get to the second interview stage; that way, you will have already weeded out the wheat from the chaff.)

    Of course, there are some people who feel that a little “white” lie on a resume isn’t a big deal.  But are you willing to take the chance?  Think of it this way — if a person is willing to lie, even a tiny bit, to get a job… isn’t that an indication that he or she will be willing to lie when working for the corporation you’ve spent so much time building?

    Employment and education verification.  It can be one of your best weapons against the fibbers of the world who could wreak havoc on your business.

    Employment and Education Verification Made Simpler

    You’ve interviewed a couple of “ideal” candidates for your job opening.  But before you “pop the question”, as it were, you have to conduct some background checks.  Namely, you need to address your potential new-hires’ previous employment and/or education history.

    Sounds easy, right?  Yet it’s not as cut-and-dry as it seems.  First of all, employers and institutes of education do not always get back to you in a timely fashion; thus, if you have other responsibilities, you could spend days hunting them down.  Secondly, do you know what to ask when you finally get your target audience on the telephone?  This can be tricky, even for the savviest of business pros, as there is a right… and a wrong… way to verify someone’s employment or education.

    To make your job enormously simpler, why not hire a third party to conduct your employment verification and/or education verification screenings on your organization’s behalf?  That way, you won’t be spending your time focusing on a duty that might be better outsourced.  Even small to medium sized companies can benefit tremendously from releasing themselves from this (sometimes arduous) assignment.

    Of course, you might be tempted to just skip the employment or education verification for new hires.  (You’d be surprised how often this is done!)  However, if you seriously want to build a solid team, this isn’t the place to cut corners.  Instead, turn it over to a trusted partner and work on what you do best — growing your company.

    Could Knowing the Driving Record of Potential Hires Benefit Your Company?

    Many employers, especially small- to medium-size businesses, are confused as to what kinds of background checks new hires should undergo. For instance, does the company really need to conduct fingerprinting or education verification?

    Obviously, each organization’s needs are unique and not all screenings are necessary in all cases. With that said, many places of employment would be wise to consider how the driving records of potential employees can affect the successful operations of their companies.

    For instance, even if a would-be employee will only be operating a company vehicle for you one time, you could be in hot water if he or she has a rather unattractive driving record (of which you were in the dark) and winds up in an accident, even a minor “fender bender”. Additionally, if you’re planning to hire someone who will be driving a corporately-leased car or truck, your insurance carrier may decline coverage to you given the unacceptable driving record of the employee.

    Again, it’s your call as to whether you feel a driving record check will be beneficial, but it’s crucial to take into consideration all factors, including how you might want that employee to function (in terms of added duties and responsibilities) in the coming months and years.

    Concerned about saving money in the hiring process? If you decide that a worker will need to pass a driving record check as a condition of employment, give him or her an opportunity to tell you what you’re likely to find.

    If he or she claims to have a clean driving record, go ahead with the screening. But if the applicant admits to a string of bad driving choices, you’ll know the person isn’t right for your organizational needs and you’ll be out-of-pocket nothing but the time it took to interview the candidate.


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