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How To Spot Biggest Applicant Lies
Over the last few years we have seen a significant rise in unemployment rates nationwide, some of the highest in the last few decades actually. To some recruiters this is a dream come true due to the overflow of applicants that they now have, but to the true Talent Scouts this is a complete nightmare. Why? Because now it is that much more difficult to find that top 1%. I have always been a firm believer that a resume is a limited representation of the candidate. So if this is indeed the case, what does this say about them when the majority of the information in their resume is fabricated and/or inaccurate?

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GENERATING LEADS, BRAND, RELATIONSHIPS, AND TRUST AT THE SAME TIME
By Mike Schultz Relationships. Trust. Delivery of superb value. These are core ingredients of a successful service firm. Talk to 100 service firm marketers and leaders, and they'll all tell you (and most of them believe it, even if they're wrong) that their firm is in the top of their industry in each of these categories. Why, then, do service firms typically do such a poor job of bringing relationships, trust, and value into their marketing mixes?

The Six Biggest Applicant Lies Encountered in Employee Screening
Why do background checks? Because employee screening has revealed that a very high percentage of resumes are works of literary fiction. Screening firms’ routinely uncover fibs in applications that are just not true. It is one ting for an applicant to accentuate the positive and put themselves in the best light possible. But when resumes go beyond fact into the world of make believe, then employers need to be careful. After all, if a person is dishonest in the way they got the job, there is a concern they may be dishonest once in the job. This column outlines the six biggest lies seen on resumes applications.

9 Tips for Selecting a Pre-Employment Background Screening Company
A challenge for any organization is finding and selecting the right employees. Considering people are the #1 asset of most companies and the source of significant competitive advantage, the right people make all the difference. A background screening company serves an important role in delivering quick, accurate, and comprehensive information to fuel better hiring decisions by providing information about the past behaviors, actions, and experience of your applicants. The right partner can help you build an effective employment screening program that reduces negligent hiring risks, builds a safer and more productive workforce, and supports the overall strategic goals of your organization. This article offers 9 tips for selecting the right background screening company of your organization.
Background Screening Terminology
Dealing with an expert background screening company (and other specialized vendors) can sometimes mean you’ve got to learn a whole new set of “lingo”. To help you out, this article outlines some basic employment background screening terminology.
Taking Adverse Action Requires an Eye on the Clock
According to the broad definitions of the Fair Credit Reporting Act, a denial of employment would constitute an adverse action. Any decision that is adverse to the interests of the current or prospective employee would similarly fit within this definition. When employers use background screening companies (consumer reporting agencies) for employee background checks (including credit reports, employment verifications, criminal records screening, driving records, and more) to hire new employees and evaluate existing employees for promotion, reassignment, and retention, they are bound by FCRA regulations. One of the keys to maintaining compliance with the FCRA as it relates to adverse action is the timing of required adverse action notifications.
How to Socially Intelligent Interact with People
One of my law firm Managing Partner executive coaching clients recently shared with me that he was having a hard time influencing several of the firm partners on a new strategy for the firm. We have been working on improving his executive presence including talking less and listening more. He is not great at getting others to cooperate with him, and has a fairly authoritative leadership style.

How to Read and Influence People
One of my law firm Managing Partner executive coaching clients recently shared with me that he was having a hard time persuading several of the firm partners on a new direction for the firm. We have been working on improving his situational awareness and ability to read body language.

Legal Marketing: Your logo, a visual foundation for your firm
Your logo is a visual representation of your firm, and it should be recognizable, consistent and memorable. Your brand – and by extension, your logo–is your promise to your clients. It includes the way your office looks, the way you answer your phone and emails, the type of people you hire, the way you deliver your services-ultimately it’s who you are as a firm. The most obvious extension of your branding is often your firm logo so creating one should be approached with a level of seriousness and dedication.
Employers Must Manage Risks of Using Internet for Employment Screening Background Checks of Job Applicants
In recent years, employers have increasingly focused with laser-like intensity on using the plentiful amount of information found on the Internet to conduct employment screening background checks on job candidates using search engines like Google, social network sites such as Facebook and Twitter, and various blogs, posts, and videos. What is overlooked in the rush to use these web sites for employment screening are the legal risks involved with conducting so-called Internet background checks, risks that include issues with discrimination, credibility, accuracy, and privacy.
PRINCIPAL INTERIOR DESIGNERS - HOW TO HIRE FOR YOUR INTERIOR DESIGN FIRM
Get important interior design business advice. Do you need to conduct interviews and hire more staff for your interior design firm? If so, you can use these key interview questions and methods to help make the most of this valuable screening opportunity.

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