Liar Liar Pants On Fire – What’s Hot in Background Screening News

April 2, 2013

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Welcome to another edition of “What’s hot in employee background screening news”. If you want to learn more about background screening and privacy issues, you’ve come to the right place. Here are some of the interesting items that caught our attention last month.

Can you spot the fake reference?

Sites offering fake reference services continue to spring up. A company called the Reference Store provides fake references for professionals with questionable work histories. The founder of the business said his site fabricates professional resumes and provides credible telephone references for as little as $50.

This is a good time to review your Facebook privacy settings

Facebook has a new tool called Graph Search that lets you search for people based on their Facebook activity. The new tool searches across all of Facebook and you need to be aware of posts from family, friends, and coworkers that may contain information about you that ought to be private, especially photos and videos.

Facebook Photos Reveal Employee Dishonesty, Termination of RN on FMLA Leave

A registered nurse (RN) claimed she could walk and stand only for limited periods and required FMLA leave. Her coworkers discovered Facebook photos that told a different story.

You will be Googled

Chances are high that a recruiter or hiring manager will Google you online before offering you an interview or job. Here are five easy things you can do to manage your online reputation.

New I-9 Form Finally Released; Employers Must Use It by May 7

U.S. Citizenship and Immigration Services (USCIS) announced the release of the new I-9 Employment Eligibility Verification Form. All employers are required to use the new I-9 immediately to verify the identity and employment authorization eligibility of their employees.

When HR Googles A Candidate, Everyone Loses

“When HR googles a candidate, everyone loses. If you want to know who you are hiring, ask that person. Then hire a third-party background check organization to verify what you have been told. That’s called recruiting.”

12 simple steps to safer social networking

“It’s impossible to remain completely anonymous while you’re using social media—anonymity would defeat the point—but every network has a few key, commonly overlooked privacy settings that take only minutes to set up and drastically improve the security of your shared data.”

Photo Credit: ktylerconk

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Want to Hire and Maintain a Healthy, Drug-Free Workplace?

July 16, 2012

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FYI Screening is pleased to announce a new integration with eScreen to provide drug-screening services to employers nationwide. eScreen’s online management system is power-packed with every tool you need to hire and maintain a healthy, drug-free workplace.

We make drug screening easy.

Originally designed as the industry’s only paperless drug-testing solution for workplace screening, eScreen today offers a full-service product line. You’ll receive instrumented rapid urine drug screens, electronic medical services, compliance administration and other support. No matter what program you need—DOT regulated, nonregulated, drugs of abuse screening, medical services, random testing, physical exams and more—FYI Screening and eScreen have you covered.

Want to learn more?

For a demo on how the eScreen system can better manage your hiring program click here.

Photo Credit: singsing_sky

Possible Amendment to Fair Credit Reporting Act – Ban Employers’ Use of Credit Checks

May 10, 2010

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Seyfarth Shaw LLP, one of America’s leading full-service law firms, reported Senator Dianne Feinstein of California recently introduced SA 3795 as an amendment to the  Fair Credit Reporting Act.

“Senator Feinstein’s bill proposes to restrict an employer from using a “consumer’s creditworthiness, credit standing, or credit capacity” in making any employment decision or for the basis of taking any adverse action—regardless of whether a consumer gives an employer consent to use such information.

The only exceptions to this prohibition would be for:

1) national security or FDIC clearance;

2) employment with state or local government agency which requires the use of this information;

3) employment in a management position with access to customer funds at a financial institution; or

4) as otherwise required by law.”

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