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Background Checks: Generation X vs. Millennials

Posted by Ryan Howard on Thu, Dec 10, 2015  |  Share       

Starting at the turn of the century, employers found that they could be held responsible for the negligent or violent actions of their employees. With their responsibility to provide a safe workplace for other employees and customers, employers and business owners became greatly interested in making more informed hiring decisions. Thus the background check was born. 

With every generation, more screens and regulations are developed to create a safer environment and keep organizations out of litigation. There are, however, factors to acknowledge as the baby boomer generation retires, and generation X and millennials enter (and move about) the workforce. 

What are the background check differences in screening Generation X versus Millennials?

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Topics: Employee Background Screening, Employment History Verification, social media and employment, Employment Background Screening

The New VeriFirst ComplianceCloud: Electronic I-9 and E-Verify

Posted by Ryan Howard on Wed, Jan 15, 2014  |  Share       

It’s all over the news. We’ve heard all about privacy concerns and how it affects our nation’s security. Have you ever wondered how privacy and security concerns could affect your business?

Enter ComplianceCloudSM.

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Topics: Employee Background Screening, Employment History Verification, compliance, E-verify, Employment Background Screening

Reducing IT Security Risk: Know Who You Are Hiring

Posted by Ryan Howard on Fri, Jun 14, 2013  |  Share       


The presence of an IT security risk is part of today's modern business environment.  There are numerous types of background checks performed on new job applicants.  These applicants may arise from various backgrounds, countries and locations. In addition, your company's human resource professional is often hiring candidates for positions across multiple departments, including: Accounting, Customer Service, Sales, and Information technology (IT). The latter is one area of responsibility (AOR) that should not be overlooked when conducting pre-employment history verifications and background screening. The reason? Given the plethora of sensitive data and trade secret information IT professionals may have access to,     

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Topics: Employment History Verification, IT Security Risks, Employment Background Screening, FCRA Compliance

Employment History: HR Background Check Compliance

Posted by Ryan Howard on Tue, Apr 16, 2013  |  Share       

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Topics: Employment History Verification, Employment History

Objectives of a Resume - How to read what counts.

Posted by Ryan Howard on Mon, Sep 24, 2012  |  Share       

Employers, hiring managers and human resource professionals have the daunting task of processing thousands of resumes that pile up everyday. The employment world is highly competitive and applicants have a way of sprucing up their resumes, often stretching the truth in the process. Sifting the untruths and half-truths from what really matters is a tough responsibility for employers that require vigilance, prudence and due diligence.



Human resource managers need to read between the lines to discover the truth early on in the search process. Typically found at the beginning of a resume, the resume objective is a presentation of a candidate’s career goals relative to the job or position being applied for. Leafing through thousands of sample resume objectives is tough enough but scrutinizing the work experience, credentials and academic background to determine whether they support the objectives can be stressful. Many companies now use the services of background screening firms to ensure that they are hiring the right people. Hiring professionals must be watchful of any suspicious information or statements in a resume that raise the red flag.


Let’s take a look at sample resume objectives that are questionable, improbable or dubious.

“Top management position where I can effectively utilize my CEO experience which I have held since I was 22.”  

It is common for job seekers to perk up their past titles and work experiences to meet the demands of the position they are aspiring for. As an HR manager, you should be vigilant enough to note that while being CEO at 22 is not impossible, this does not happen to everybody. If you take a look at the applicant’s home address and find out that he lives in a low-income suburb, this certainly is a hoax. On the other hand, if this guy claims to be the heir to a business, you may need a thorough background check by a trusted screening company.

“Marketing position that allows me to share my writing skills and make a positive contribution to your company.”  

What can you make of an applicant with a haphazardly prepared resume, full of grammatical inconsistencies, spelling errors and typos and wanting in organization and structure? Does his academic background include a degree in communication or journalism at the very least?

“Legal management position in a big corporation where I can utilize my knowledge of the law.”

Big corporations maintain legal departments that require the management of licensed lawyers. It is not a bad idea to embellish resumes, but HR managers should check and double check professional licenses, group memberships and special trainings attended as well as the applicant’s standing in these groups. Lawyer and other professional groups have offices and websites where such information can be verified. If the applicant is not listed, he may be a fraud.

“A professorial seat in a prestigious university where I can make use of my Ph.D in Education to impart knowledge to the young.”

Fabricating academic degrees as well as schools attended do happen. Manipulating degrees also occur as when applicants state that they have completed a degree when they only started one but were not able to graduate.    


The foregoing sample resume objectives teach us a lesson. Hiring the best person is more than just a resume and certainly not a guessing game. Wrong hiring decisions can be costly and may even lead to long drawn-out litigation. Verifirst with address at is a trusted name in comprehensive pre-employment background checks. Their screening experts can help mitigate employment risks and build a healthy workforce for your company.





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Topics: Employment History Verification, sample resume objectives

Conducting Proper Employment History Verification

Posted by Ryan Howard on Thu, Jun 21, 2012  |  Share       

When you’re considering bringing someone new on board at your place of work it’s no longer such an effortless thing. There was a time when a business owner would receive a young person applying for a job in person, they would ask them a few questions, give them a look up and down, and make a decision on the spot. Hiring used to be all about the gut; how people felt about those they’d be working closely with. Now it’s not nearly so easy. With all the obstacles to even getting in the room with individuals responsible for hiring, the whole thing can seem a cumbersome exercise in futility. Regardless we still apply for these jobs and on the hiring front you need to make sure you do proper employment history verification before you bring anyone onto your staff. But what are the effective ways to conduct proper employment history verification? Here’s the lowdown.

Skills: One thing you need to find out from former bosses is what exactly are the skills which this employee possessed? Previous employers can get a little cagey about totally throwing someone under the bus. If an employee has exaggerated their skill set on their resume it’s important for hiring managers to ask all relevant questions. One way to accomplish this so that you’re not putting the former employer in a box is by asking yes or no questions. “Did this employee preform this task at your place of business at any time?” Asking your questions this way can be beneficial and instructive; too many “no’s” isn’t a good thing.

Previous bosses: Are the employees previous bosses hesitant and unsure about their place in the company? Do these former bosses even remember the employee being there during the time period depicted? You should be sure to reach out to bosses who were just above the employee so that you can get the impressions of those who worked directly with this employee. If there is a human resources department they should have detailed records on this employee. If they don’t have as detailed a records as you’d like, then you need to do some more digging.

Reports: Another way of getting employee records is by going through an independent company who keeps independent records on employees. There are a number of these employment history verification companies all doing business. You should go with a company who has a trusted reputation and has been in business for some time.

Hiring can be a tough thing. You don’t want to let a rogue onto your home turf. At the same time you can’t just work with the same employees forever. Even if you feel as though you may be taking a risk on a wild card you should go through all the proper steps of employment history verification and background screening. You need to have as clear a picture of who this employee is before they set foot on your premises as an employee.

After that you’ve got to trust your gut and get back to work!


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Topics: Employee Background Screening, Employment History Verification

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