Lying more and enjoying it less
If you think that more people are lying on their resumes and employment applications you’ve got support from an expert.
Jude M. Werra runs an executive search firm based in Brookfield, Wisconsin. Business Week reports that for a quarter century, Mr. Werra has been tracking the “executive résumé fraud, credentials inflation, and the misrepresentation of executive educational credentials” on the resumes that he receives.
The result is Werra’s “Liar’s Index.” The latest version covers resumes received in the first half of 2007 and, guess what? It’s up a full five percentage points from the index for the last half of 2006. Sixteen percent of the resumes Werra received had a falsehood of some kind.
Personally, I’ve never understood why someone would risk an entire relationship by lying about something as easy to check as an educational record. But they do, and so you should check the facts on resumes and applications.
Don’t count on your background checks doing the work for you, either. A background check is great for turning up a criminal past that an applicant has “forgotten” to tell you about. You can use a pre-employment credit check, though, to compare the employment dates there with the employment dates given on the resume.
A criminal background check and, if appropriate, a driving records check, can tell you about important things your applicant may have left out of the information he or she gave you. But you will have to verify claims on a resume, starting with the educational credentials which are easiest […]
Follow the rules
Up in Boston, Harvard School System Superintendent Thomas Jefferson has escaped one kind of trouble just in time to land in another kind. When the Worcester district attorney’s office announced that it wouldn’t pursue a criminal case on alleged illegal payments, Johnson must have breathed a sigh of relief.
Now he’s in trouble in a different way. Here’s a quote from the Boston Globe about the situation and how a background check plays into it.
A Harvard parent, Robert Harrah, said he has filed a complaint with the state’s Criminal History Systems Board, alleging that Jefferson discussed his criminal record with another parent, in violation of Criminal Offender Record Information, or CORI, rules. Harrah said he complained that Jefferson discussed his record, which includes arrests in 1974 and 1981 that led to fines, during a conversation at a middle school dance last November.
The School Department had conducted a background check on Harrah last year before he was allowed to chaperone a class field trip, he said.
The message to people who have access to confidential records and do background checks is twofold. Follow the rules. And make sure confidential things stay that way.
Make sure you know the rules that you should follow when you conduct a background check. Take special care to get the permissions you need in writing. Make sure the people whose background you’re checking understand what you’re doing and why.
And keep confidential things confidential. In the old, paper-only days, that was easier. You bought a file cabinet with a […]
Even a background check won’t save you
“For anyone who is dating and in a serious relationship, I strongly recommend doing a background check on your significant other. This could save you much pain and heartache.”
That’s from a letter to the editor of the Tuscaloosa News headlined, “Before dating, check background.” Here’s the story.
The writer of the letter met a woman he thought was “drop dead gorgeous.” He doesn’t tell us how or where. They went out on a date and he caught her stuffing her purse with silverware and the tip money he’d left on the table.
Evidently this was no big deal for him, because he kept dating her. The last straw came when he caught her stealing the tires from his car.
So now our friend recommends background checks for everyone you date. I recommend common sense instead.
Background checks are great. They can help you do your due diligence in hiring and reduce the risks of problem hires. They can help you improve the quality of your tenants. But even background checks won’t save you if you shut your brain off.
You’ve got to pay attention to all the signs, whether you do a background check or not. You’ve got to exercise some common sense.
Our friend who recommends background checks for dates caught his date stealing silverware at a restaurant. Then he went out with her at least two more times and acts surprised that she stole from him.
The best background check is only one part of the hiring or tenant screening process. Use it wisely, […]
Entrepreneur weighs in on background checks for small business
Nina Kaufman, who writes the “Make It Legal” blog for Entrepreneur filed a post titled “Conducting Background Checks.” The blog provides information on legal matters for small businesses. Most of the advice is pretty straightforward. If you read this blog regularly, you know that we frequently offer advice like the following on background checks.
. . . they can form an important facet of your due diligence for your small business. It’s not just about criminal matters, although that’s a part of it. For example, if you intend to hire an employee to handle sensitive financial matters, you’d want to know whether they have a previous conviction for kiting checks. If you want to enter into a strategic alliance with another company, you’ll want to know whether it has undergone a bankruptcy restructuring in recent years.
Kaufman points out that there are laws that govern background checks, though she doesn’t provide much detail. You’ll find more in our post “Understanding FCRA rules for employment screening.”
The big news here is not the content of the blog post. The big news is who’s doing the blog post.
Years ago you probably didn’t think a small business needed to conduct background checks. That’s changed. Years ago it cost a lot in both money and time to conduct pre-employment background and credit checks. Now it’s easy and inexpensive.
Large business or small, today you should make background checks a regular part of your hiring process. Even Entrepreneur says so.
A Texas horror story
On Sunday, September 23, the Fort Worth Star-Telegram ran a major story by Darren Barbee about the Texas Department of Aging and Disability Service and that agency’s background check and certification procedures for nurse aides. The headline was “Nurse aides let back into jobs despite ban: Texas recertifies some caregivers who were disciplined in theft and abuse cases.” Barbee described the way things work this way.
The tales found in the Texas Department of Aging and Disability Service’s disciplinary files can be savage, sad and stomach-turning. But they are intended to serve an essential purpose: protecting Texas grandparents, disabled children and the terminally ill from abusive or dishonest nurse aides and other caregivers.
But dangerous blind spots plague the system that oversees them, a Star-Telegram examination has found. Across the state, caregivers facing discipline for sexual misconduct, theft, abuse — and a fatal case of neglect — were all able to find and hold new jobs.
There are lessons here for you, even if you’re not in the nursing home business or in the government.
Lesson number one. No background check system will help you if you don’t use it. You can’t drive a nail with a hammer you never pick up. Many nursing homes simply didn’t check on the background of the people they hired.
Lesson number two. You have to act on what you find. If you use the system you’ve got, but don’t do anything with the information you get, you’re wasting money and putting yourself and your employees at risk.
Lesson […]
Tell them why and tell them what
When Judy Krezmer put together her program titled “Background Checks and Security Clearances” for the Pennsylvania College of Technology, she zeroed in on important advice for job seekers.
The current emphasis on security and liability has made employers a lot more cautious about who they hire. No matter what job you apply for, you are likely to go through some kind of check — criminal, background or credit.
Krezmer, operations and marketing manager for DePasquale Staffing Services in Williamsport, Pennsylvania, had two key pieces of advice for job seekers. She told them to expect a background check when they apply for a job. And, she told them to keep their noses and records clean.
More and more businesses are conducting background checks on the people they consider hiring. But it’s not common practice yet so you’ll probably have job seekers showing up with questions about what you do and why you do it. It pays to have answers ready.
Tell job seekers that the background checks are for everyone’s protection. They’re a key step toward assuring a safe workplace. They help you, the employer, hire people that other staff members will feel comfortable with as colleagues.
Make sure you have answers to the questions you’ll get about your process, too. Be able to describe the checks you perform. Know what your applicants’ rights are so that you can explain them.