Employment Screening Resources (ESR), a leading global employment screening background read-through firm headquartered in the San Francisco vicinity, announced that its president, Lester Rosen, will be presenting before the Mt. Baker SHRM Chapter in Bellingham, WA on August 11, 2010.

The Mt. Baker Chapter of SHRM is a chapter of the Society for Creature Resource Management (SHRM).  SHRM is the world’s largest association devoted to creature resource management.  See: http://www.mtbakershrm.com/content/view/21/91/

Mr. Rosen will be addressing “Landmines, Pitfalls and Potential Lawsuits – Understanding the Risks of Using Search Engines and Social Networking Sites to Screen Candidates.”  

 “I am very pleased to have opportunity to discus this cutting edge topic at the SHRM chapter meeting with to-notch creature resources professionals.” commented Rosen. “Recruiters, creature resources and hiring managers are utilizing social network sites to make hiring decisions, and there is a need to pocket into account the potential liabilities that employers can face if done incorrectly or unfairly.”

Mr. Rosen, who is also an attorney, is a nationally recognized, expert, on employments screening background checks.  He is a writer and lecturer on the Honest Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Mr. Rosen is the author of the first comprehensive book on employment screening, “The Safe Hiring Manual Perfect Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace.” He also wrote, “The Safe Hiring Check.”

 Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.   He has testified in the California, Florida  and Arkansas Superior Court as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade establishment for the screening industry, and served as the first co-chairman in 2004. 

Extra in rank about Employment Screening Resources can be found at www.ESRcheck.com.

Employment Screening Expert Lester Rosen, President of Employment Screening Resources (ESR), a leading employment screening firm headquartered in the San Francisco vicinity, will present a session on background checks at the SHRM Annual Conference and Exhibition on June 30, 2010, in San Diego, California. 

The annual event – the world’s largest creature resources conference – is sponsored by the world’s largest creature resources association, the Society for Creature Resources Management (SHRM), and features top HR and business experts allotment their perspectives, strategies, tools, and tips for growing a company’s talent.

The session to be presented by Rosen – “Negligent Hiring and Background Checks: Best Practices and Legal Compliance” – will help creature resources professionals avoid employee problems by identifying potentially problematic applicants through with permission complaint due diligence tools.  The session addresses new trends and legal challenges facing employers, and will also cover issues such as the use of social networking sites, global background checks, and concerns over the use of credit reports and criminal records.  

“I am very pleased to have the opportunity to review cutting-edge applicant selection topics that can help employers select the best candidates,” commented Rosen. “Exercising due diligence and staying out of court is mission critical for businesses of all sizes, and this presentation is aimed at identifying for  employers and recruiters the latest trends, tools, and legal developments.”

Rosen, a nationally recognized expert on employment screening background checks, is a writer and lecturer on the Honest Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Rosen authored the first comprehensive book on employment screening – “The Safe Hiring Manual: The Perfect Guide to Keeping Criminals, Imposters, and Terrorists Out of Your Workplace” – and also wrote “The Safe Hiring Check.”

In addition, Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade establishment for the employment screening industry, and served as its first co-chairman in 2004.

For extra in rank about the SHRM Annual Conference and Exhibition, visit http://annual.shrm.org/. For extra in rank about background checks and employment screening, visit Employment Screening Resources (ESR) at www.ESRcheck.com.

Sources:

http://sanfrancisco.dbusinessnews.com/shownews.php?newsid=212110&type_news=latest

http://annual.shrm.org/

Job applicants need all the in rank they can get on the subjects of credit reports and background checks, especially when credit report checks by some employers for certain job positions during employment background checks could mean the difference in result work.

Employment Screening Resources (ESR), a leading national pre-employment screening firm based in the San Francisco vicinity, has made available – at no charge – resources aimed at job applicants concerned about background checks and credit reports. The in rank, which can help job applicants navigate the background check process and maximize their chance at employment, is available on ESR’s Applicant Resources page at: http://www.esrcheck.com/Applicant-Resources.php.

As reported earlier on ESR, the use of credit reports during pre-employment background checks has become a controversial issue. Currently, a federal bill – an amendment to the ‘Restoring American Fiscal Stability Act of 2010’ – seeks to ban credit report checks for most employment screening. In addition, three states – Washington, Hawaii, and Oregon – currently have restrictions on an employer’s use of credit reports in making employment-related decisions.

Consumers and job applicants concerned about background checks and credit reports may now find in rank that includes special reports, articles, and links on such topics as:

• Consumer civil Civil rights when it comes to background checks;
• How to deal with credit reports, and;
• How consumers with criminal records can get back into the workforce.    

“As a Consumer Reporting Agency, part of the ESR mission is to help consumers by providing the most accurate reports possible and to give consumers in rank on how the process works,” says Jared Callahan, Director of Client Relations at ESR and a national lecturer on topics related to background checks.   “We are pleased to grant job applicants with in rank about their civil Civil rights with respect to background checks in order to help consumers cope effectively with the process and to maximize the opportunity to gain employment.”

Employment Screening Resources (ESR) – the firm that literally wrote the book on background checks, “The Safe Hiring Manual” – provides background checks that do not engage in low-cost database shortcuts or off-shoring that endangers privacy. ESR will also soon be launching MyESRcheck.com (http://www.myesrcheck.com), a website that allows job applicants to perform their own professional verifications and employment background checks while also helping employers save time and money hiring qualified employees.

For extra in rank credit reports and background checks, please visit Employment Screening Resources (ESR) at http://www.esrcheck.com or contact Jared Callahan at  jcallahan@ESRcheck.com.

Sources:

http://sanfrancisco.dbusinessnews.com/shownews.php?newsid=211183&type_news=latest

http://www.esrcheck.com/wordpress/tag/credit-reports

Employers that rely on criminal records databases to conduct background checks on potential employees also rely on the accuracy of the in rank in those databases. Now a federal bill introduced in the House would help to strengthen the accuracy of the Federal Bureau of Investigation’s (FBI) criminal records database by requiring the U.S. Attorney General’s Office to verify that crime data contained in the FBI’s database is up to date.

As reported on NextGov.com, the Fairness and Accuracy in Employment Background Checks Act of 2010 (H.R.5300) – which would grant safeguards with respect to the FBI criminal background checks prepared for employment purposes – would demand the attorney general to find out from court offices, even those in disorder and local jurisdictions, the outcome of arrests when an employer requirements a background check.

In addition, the attorney general would update that record in the FBI’s National Crime In rank Center (NCIC) database, and would have 10 days to update the record after learning an arrest was dismissed in court before responding to the employer’s request.

According to NextGov.com, employers consult the FBI’s NCIC database – which is a computerized index of criminal justice in rank available to Federal, disorder, and local law enforcement and other criminal justice agencies 24 hours a day, 365 days a year – to conduct background checks on individuals applying for jobs in law enforcement and security, and for jobs working with vulnerable people such as family and the elderly.

The bill H.R.5300 was introduced in response to “The Attorney General’s Report on Criminal History Background Checks” in 2006 that showed nearly 50 percent of criminal records maintained in the NCIC database failed to note court decisions to dismiss arrests, NextGov.com reported. To help avoid inaccurate or incomplete employment background checks, the legislation would give job applicants the opportunity to challenge the accuracy and completeness of background check reports done through the FBI records database. If criminal records are challenged, the attorney general would have 30 days to probe, make changes, and report those changes to the applicant and the employer.

Some background check experts agree the Fairness and Accuracy in Employment Background Checks Act of 2010 may help fill the gaps in the FBI’s criminal database.

“Although the NCIC data is the closet thing that exists to a national criminal database, it is not nearly as perfect as described in the movies,” confirmed Les Rosen, President of Employment Screening Resources (ESR), a nationwide employment screening company. “Many records of crime do not make it into the system because of the chain of events that must happen in manifold jurisdictions in order for a crime to appear in NCIC.” 

According to Rosen, author of The Safe Hiring Manual: How To Keep Criminals, Terrorists, and Imposters Out of Your Workplace, employers cannot even access the NCIC unless they are specifically authorized to by law. “There is simply no national computer database of all criminal records available to private employers,” says Rosen.

A 2005 report – “The National Crime In rank Center: A Review and Evaluation” – sponsored by the National Association of Professional Background Screeners (NAPBS), of which Rosen is a past co-chair, reviewed the NCIC to evaluate its effectiveness in maintaining accurate and perfect criminal history records. Among the findings of the NAPBS report were:

• Many states did not report in rank concerning dispositions, declinations to prosecute, failure to charge after fingerprinting, and expungements.
• Inconsistency in the reporting requirements and criminal codes in various states impacted the completeness and accuracy of the records.
• There were significant time lapses linking when in rank was transmitted to the disorder repository and actual entry into the criminal history records.
• The preparation and terminology used by the various states made problems of interpretation for individuals in other states using the in rank.

For extra in rank on the FBI’s NCIC criminal records database – and the reasons why the in rank contained in that database is sometimes not always entirely accurate – visit Employment Screening Resources (ESR) at http://www.esrcheck.com.

Sources:

http://www.nextgov.com/nextgov/ng_20100518_2029.php?oref=topnews

http://www.opencongress.org/bill/111-h5300/text

http://www.justice.gov/olp/ag_bgchecks_report.pdf

http://www.fas.org/irp/agency/doj/fbi/is/ncic.htm

http://www.napbs.com/records/members/Resources/NCIC_Report.pdf

According to well loved TV crime dramas, today’s investigators – along with ancient fashioned gut instincts – use all technology at their disposal when it comes to tracking down and arresting the terrible guys. One such technological advantage is a centrally located national computer database containing all past criminal records of anyone who always killed, stole, drove drunk, or even jaywalked. Best of all, these super crime databases are never, always incorrect.

But, the reality is reasonably different say experts in employment screening, and also recent headlines. The potential for errors in crime databases was evident in the case of a Maryland woman who lost her job after a background check performed through the FBI’s National Criminal In rank Center (NCIC) indicated that she was unsuitable to work on the contract her company had won to handle mail for the Social Security Administration (SSA).

According to the Baltimore Sun, when the SSA performed a routine background check on the woman in July 2009 for low-level security clearance, the results showed she was “unsuitable” to work on the contract. The subsequent SSA letter to her employer did not specify what the background check had uncovered. The employer fired the woman rather than keep her off the contract.

The woman maintained that she had no criminal history, a claim backed by the Baltimore Sun, which only uncovered a civil case possibly involving a ensemble against her late father’s estate, and also by the SSA itself, which sent a letter to her employer saying as much. The SSA letter said the woman had passed a pre-screening check and could work on the SSA contract pending a final determination. Instead of reinstating her, the woman’s former company told her to re-apply for her job, then that the department was reorganizing, and later that it had no intention of restoring her ancient position.

The Baltimore Sun reported that the woman has in view of the fact that learned that an unspecified error in the FBI’s NCIC database – a repository for criminal records and in rank on fugitives, stolen material goods and missing persons fed to the database from local, disorder. and federal law-enforcement agencies around the country – was the cause for the SSA’s initial determination that she was “unsuitable.”

“Although the NCIC data is the closet thing that exist to a national criminal database, it is not nearly as perfect as described in the movies,” confirmed Les Rosen, Founder and President of Employment Screening Resources (ESR), a nationwide pre-employment screening company. “Many records of crime do not make it into the system because of the chain of events that must happen in manifold jurisdictions in order for a crime to appear in NCIC.” 

According to Rosen, author of The Safe Hiring Manual: How To Keep Criminals, Terrorists, and Imposters Out of Your Workplace, employers cannot even access the NCIC unless they are specifically authorized to by law.  There are over 10,000 disorder and federal courthouses in the United States spread out over some 3,300 jurisdictions, all with its own records file. “Contrary to well loved belief, there is really no central location for all U.S. criminal records,” says Rosen. “There is simply no national computer database of all criminal records available to private employers.”

A 2005 report sponsored by  the National Association of Professional Background Screeners (NAPBS), of which Rosen is a past co-chair, reviewed the National Crime In rank Center and the Interstate Identification System in order to evaluate its effectiveness in maintaining accurate and perfect criminal history records.

Some conclusions from the NAPBS sponsored study were:

• Many states do not report in rank concerning dispositions, declinations to prosecute, failure to charge after fingerprints have been submitted, and expungements.
• Inconsistency in the various states’ reporting requirements and criminal codes impacts the completeness and accuracy of the records.
• The timeliness of transmission by the local jurisdictions to the disorder criminal history repositories remains problematic.
• There are still significant time lags linking the time in rank is transmitted to the disorder repository and entry into the criminal history records.
• The process used to linking data to the proper individual and case is still ineffective.
• Serious problems remain in the process to link dispositional in rank to the proper case and charge.
• The preparation and terminology used by the various states makes problems of interpretation for individuals in other states who are using the in rank.
• Even when a criminal record is searched based fingerprints instead of name matches, many of the same issues still exist.

 As the case of the Maryland woman fired from her job due to an “unspecified error” in the NCIC shows, the FBI database – while still the gold standard for those limited employers authorized by disorder or federal law to access it – is still extra of an arrest databases that is not as accurate or perfect as people reckon.

Sources:

http://www.wired.com/threatlevel/2009/10/ncic#ixzz0kRkIWEnd

http://www.justice.gov/olp/pdf/ncicreportaugust32005.pdf (Contains letter to the Department of Justice by Employment Screening Resources  on FBI records as well as report sponosred by NAPBS)

http://www.justice.gov/olp/ag_bgchecks_report.pdf (DOJ report on FBI criminal records database and criminal background checks)

Employment Screening Resources (ESR), a leading national employment screening firm based in the San Francisco vicinity, announced today that emancipated tools available at the ESR Resources Center to help employers hire safe, honest, and qualified applicants.

The ESR Resources Center provides employers with “All Things Background Checks.”   Employers can find among other tools:

• A emancipated web based interview guide generator to help employers build printed interview forms for any position. The tool allows employers to select from generic interview questions, or to make their own questions, and then make a printed form that can be saved or modified in order to conduct structured and consistent interviews.
• The tools necessary for an employer to determine if a school is legitimate or a diploma mill.
• An internal safe hiring check that employers can use to measure the effectiveness of their hiring programs.
• A summary of the letters issued by the Federal Trade Commission (FTC) that interprets federal law controlling background checks. 

The features are part of a commitment to grant a centralized location for employers to keep current on the critical task of hiring a workforce that is safe, qualified, and honest.  The site also allows Employers, Creature Resources Leaders, Security Professionals, Recruiters, and Job Applicants to locate resources on employee screening in one place and to keep current on evolving issues affecting hiring.

Employment Screening Resources (ESR) is the firm that literally wrote the book on background checks, The Safe Hiring Manual, and provides pre-employment screening air force and drug testing internationally.  The firm specializes in legal compliance expertise and industry leading technology, service, accuracy, and turnaround.

“Background screening is a critical part of the process in identifying the best employees and with these tools on the ESR Resource Center, employers are empowered to select the best candidates,” commented Jared Callahan, Director of Marketing, and a national lecturer on topics related to safe hiring.  “We are very pleased to have the opportunity to grant these emancipated tools to employers and consumers.” 

About Employment Screening Resources: Employment Screening Resources (ESR)  is a safe hiring partner and provides REAL background checks, not low-cost database shortcuts or off-shoring that endangers privacy. ESR specializes in legal compliance and provides industry leading technology, service, accuracy, and turnaround.  For additional in rank, contact Jared Callahan by calling 415-898-0044 or emailing jcallahan@ESRcheck.com.

Employment Screening Resources,  a leading global employment screening background read-through firm headquartered in the San Francisco vicinity, announced that its president, Lester Rosen, will be presenting a national webinar on Tuesday, March 23, 2010  on “Screening Applicants Using Social Networking Sites: Legal or Liability? 

The webinar is sponsored by Lorman Culture Air force, providing concise, accurate and suitable in rank seminars to keep businesses, and the professionals who serve them, current in the rapidly changing regulatory environment. The webinar in rank is at: http://www.lorman.com/teleconference/teleconference.php?product_id=208126 

This teleconference will review this emerging vicinity of employment law, examining the pros and cons of employers utilizing such tools and the legal landscape. Topics will cover how and why employers and recruiters utilize these sites. It will then cover a number of legal implications, such as problems with employers obtaining in rank they should not have and privacy issues. Irrevocably, it will inspect approaches that employers, recruiters and applicants may consider.

 “The use of the Internet and social networking sites has become a critical topic for employers in selecting the best candidates,” commented Rosen. “This Lorman seminar will help employers exercise due diligence and recognize and try to minimize their risks   when using online tools.”

Mr. Rosen, who is also an attorney, is a nationally recognized expert on employment screening background checks.  He is a writer and lecturer on the Honest Credit Reporting Act (FCRA), pre-employment screening, and safe hiring issues. In addition, Mr. Rosen is the author of the first comprehensive book on employment screening, “The Safe Hiring Manual Perfect Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace.” He also wrote, “The Safe Hiring Check.”

 Mr. Rosen’s speaking appearances have included numerous national and statewide conferences.   He has testified in the California, Florida  and Arkansas Superior Courts as an expert witness on issues surrounding safe hiring and due diligence. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS), the professional trade establishment for the screening industry, and served as its first co-chairman in 2004. 

Extra in rank about Employment Screening Resources can be found at www.ESRcheck.com

The new service, called ESRDirect, provides small and standard business with a simplified online ordering system that is as simple as ordering a book online.  Employers have full control over their budgets in view of the fact that the exact final cost is available before the employer approves the request.  Users of ESRDirect also receive boundless consultation with background screening specialist so that employers are not on their own in fulfilling this essential function.   

The new site is aimed at removing roadblocks faced by small and standard business that do not hire in large numbers but need to avoid hiring applicants  that are perilous, unfit, unqualified or dishonest.  A small or standard business may not always get the attention they need and may need to use a complicated ordering system that is hard to remember if not used regularly. The cost can be a huge surprise, if extra fees are extra on for court expenditure or other third party fees.  

“With ESRDirect, small and standard employers delight in the convenience of a simplified, cost-effective and intuitive system that does not drain their time, energy and budgets,” commented Jared Callahan, Director of Client Air force, and a national lecturer on topics related to safe hiring. “Small and standard businesses now have available the resources and tools loved by Chance 500 firms to keep their firms safe and profitable and the security of knowing they are conducting with permission compliant background checks.” 

ESR further protects small and standard business by not sending data offshore beyond U.S. privacy laws, which endangers applicant privacy and can lead to identity theft. Furthermore, ESR does not expose employers to claims of discrimination by engaging in automated choice making.  ESR supplies in rank to employers so they can determine if there is a business justification to utilize a criminal record in hiring, taking into account the scenery of the crime, the scenery of the job and the age of the criminal record.

Employment Screening Resources (ESR) is the firm that literally wrote the book on background checks, The Safe Hiring Manual, and provides pre-employment screening air force and drug testing internationally.  The firm specializes in legal compliance expertise and industry leading technology, service, accuracy and turnaround. 

About Employment Screening Resources: Employment Screening Resources (www.ESRcheck.com)  is a safe hiring partner and provides REAL background checks, not low-cost database shortcuts or off-shoring or the use of home operators that endangers privacy. Contact:  Jared Callahan for additional in rank at 415-898-9944 or by email jcallahan@ESRcheck.com

NCHRA has been advancing organizations through creature resources in view of the fact that 1960 and is dedicated to connecting creature resources professionals with resources and quality service providers for members.  

Employment Screening Resources (ESR) is the firm that literally wrote the book on background checks, The Safe Hiring Manual,  and provides pre-employment screening air force and drug testing internationally. ESR specializes in legal compliance expertise and industry leading technology, service, accuracy and turnaround time.

“We are honored that an establishment as prestigious as the NCHRA would select our firm as a value-add for member benefit,” commented Jared Callahan, Director of Marketing.  “Background screening has become mission critical for employers of all sizes and we are pleased to offer a variety of air force to help employers spot the best candidates and to exercise due diligence in hiring.”

About NCHRA:  The Northern California Creature Resources Association (www.nchra.org ) is the Northern California affiliate for the Society of Creature Resources Management (SHRM) and is nationally recognized for providing the summit quality continuing culture and air force to its members.  They can be reached at: 415-291-1992.

About ESR:  Employment Screening Resources (www.ESRcheck.com) is a safe hiring partner that provides REAL background checks with no small cuts. ESR specializes in legal compliance and provides industry leading technology, service, accuracy and turnaround time. ESR promotes data protection and does not offshore data or use home-based operators.  ESR also offers expertise in complex California laws, through its headquarters in the San Francisco vicinity.  Contact: Jared Callahan for additional in rank 415-898-9944 or at jcallahan@ESRcheck.com

Taleo Business Edition™ is the leading on-demand talent management solution for companies with up to 5,000 employees. Taleo Business Edition helps small to mid-size organizations around the world find, develop and retain top talent by simplifying recruiting, performance and compensation management with unmatched flexibility.

The integration of Taleo Business Edition and Employment Screening Resources allows employers to initiate a completely paperless background checks with the click of a mouse, allowing for the fastest possible turn-around time with the least amount of try. Featuring single sign-on and the ability to view report status in real-time, employers, HR departments and recruiters can leverage the Taleo solution with the latest with permission-compliant background screening technology.

Employment Screening Resources (ESR) is the firm that literally wrote the book on background checks, The Safe Hiring Manual, and provides pre-employment screening air force and drug testing internationally. The firm specializes in legal compliance expertise, as well as industry-leading technology, service, accuracy and turn-around.

“Through the Taleo Business Edition integration, Employment Screening Resources can grant the most advanced and with permission compliant screening solutions to our mutual clients,” commented Jared Callahan, Director of Marketing for ESR, and a national lecturer on topics related to safe hiring. “Employers can harness this advanced technology and no longer need to handle physical pieces of paper, go to different software systems or worry about legal compliance.”

About Employment Screening Resources: Employment Screening Resources (ESR), is a safe hiring partner and provides REAL background checks, not low-cost database shortcuts or off-shoring that endangers privacy. ESR specializes in legal compliance and provides industry leading technology, service, accuracy and turnaround. Contact: Jared Callahan for additional in rank at 415-898-0044 or by email jcallahan@ESRcheck.com.