Resume Fraud Pays

Microsemi Corporation, a semiconductor manufacturer that supplies military and aerospace customers, decided to let CEO James Peterson keep his job even though he lied on his resume.  On 1/29/09, the board decided Peterson’s value to shareholders outweighed the fact that he never earned a diploma from Brigham Young University in Utah, where he attended classes in 1979 and 1980.

He will be penalized with a $100,000 fine and forego a bonus for fiscal 2009.

According to the company’s press release the Board has adopted a number of Company-wide remedial measures, which include:

• The Company will conduct background checks on all current and future Section 16 Officers and Directors.

• The Board will confirm that the Company’s Human Resources Department is continuing to verify an individual’s credentials prior to making an offer of employment or when senior personnel join the Company as a result of an acquisition.

• The Board will amend the Company’s Code of Ethics to make clear that misrepresentations of one’s credentials constitute an express breach of the Code, and could result in punishment including financial penalties and termination.

• Requiring all press releases to undergo an appropriate, documented review and verification process prior to issuance.

I’m surprised that Microsemi Corporation didn’t have these measures in place already.

Learn more about resume fraud.

Employee Screening - Best Practices Guide to Verifications

Guides Offer Professional Direction for Employers and Human Resources Personnel

MORRISVILLE, N.C., Jan. 28 /PRNewswire/ — The National Association of Professional Background Screeners (NAPBS), the foremost advocacy organization in the industry, has introduced two best practices guides for employers. The first is, “Verifications Best Practices: What Clients Need to Know for Successful Outsourced Verification” and the second is, “Background Screening Request for Proposal (RFP) Guide,” which is a template for organizations who wish to submit an RFP for professional background screening services. Both documents, developed by the NAPBS Best Practices Committee, are available for immediate download at www.napbs.com

Employment Interview Questions & Horror Stories

HR Daily Adviser posted an “Interview Checklist–The 25 Forbidden Questions” and asked it’s readers to share their horror stories.  Later they posted the worst or most humorous questions submitted.

Here are some examples of actual interview questions:

• “Are you wearing a skirt or pants?”
• “Who cuts the lawn in your family, you or your husband?
• “If I were to ask your husband if you have a bad time during PMS, what would he say?”
• “Does your parents’ house have a swimming pool?”
• ”So, you are getting married soon, does that mean you will be leaving us to go have a baby?”

What horror stories do you have?

Photo Credit: seanosh

Best Practice in Employee Screening - Review Your Screening Program Annually

It’s that time of year to review and update your employee screening program.  This is something that should be done every year to ensure a safe and compliant environment for your workforce and customers.

3 Quick Tips:

• Check to make sure all written policies and procedures are updated to be in compliance with current state and federal laws.  Example: Did your company update it’s policies and procedures regarding the FTC “Red Flags” guidelines that went into effect on November 1, 2008?

• Audit your employee screening program to make sure it is being followed consistently throughout your company.

• Check to make sure your organization is using the most advanced and cost-effective employee screening techniques available.

Learn More:

Employer’s 5-Step Guide to Employee Screening

How to Ensure Your Background Check is Legal

Employer’s Guide to Avoiding Negligent Hiring Lawsuits

Photo Credit: smlp.co.uk