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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.

Other screening firms Related Articles

WHATS MISSING FROM SERVICE FIRM MARKETING STRATEGIES
By Mike Schultz Ask 10 professional service firms to see their marketing strategies and you will get an interesting mix of answers. You might get a 50 page document that would get an “A” in any business school class. Some firms might give you a few pages on the tactics they plan to implement by month or quarter. Many firms would say, “Marketing strategy? We're working on getting it down on paper this year.”

The Challenge of Change for Law Firms
An overview of the strategic challenges facing professional services firms, especially law firms
Startup Business Development Strategies – How To Avoid Unproductive Deals
Startup business development includes strategic marketing partnerships, sales channel development, and distribution agreements, generally with larger firms in the space. It can be a highly effective way for startups to grow rapidly; indeed, a business development deal can become a "company maker" for a young start-up. However, building a successful deal takes a significant amount of time and effort. Further, the process is often fraught with risks, such as management distraction and intellectual property theft. To be effective, and to mitigate risks, startups should put each contemplated business development deal through a rigorous screening process before embarking on the negotiation path. We call this "finding the WIIFT-- what's in it for them" and in this article, we discuss how to go about it.

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.

Drunks, A Wall, Entrepreneurs and Jobs
That young firms account for most of the job creation in the U.S. – as written about my Kauffman colleagues Dane Stangler, Bob Litan, and others -- has quickly become one of those compelling facts that changes the way you apprehend the entrepreneurial world. Young firms assume their rightful priority of place, and the vexing conflation of young/growth firms with small firms is finally and rightly undone.
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.
Legal Marketing: Social Media and Law Firms
Despite what the skeptics say, social media can be a powerful marketing and business development tool for law firms. Many law firms have been reluctant to embrace social media, in part because of lack of understanding and the perceived time commitment required with questionable return on investment. Even now, when many companies and firms are seeing a positive impact from social media, there’s still a lot of confusion and reluctance to embrace this new medium.
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.
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