Employers need to be wary of resume fraud as it can damage a company’s integrity and inhibit productivity. It’s a sub-section of negligent hiring, and resume fraud presents itself when an applicant lies about information on his or her resume. This information most commonly pertains to dates of employment, past accomplishments and skills, and enhancing job titles and responsibilities. There are many areas where resume fraud manifests itself which makes it all the more necessary to be cautious and to protect yourself as an employer.
Degree fabrication and educational exaggeration often appear in cases of resume fraud. Online diploma mills, whereby a person is able to purchase an academic degree/diploma from an organization without recognition by official educational accrediting bodies, are specifically increasing cases of resume fraud. They are fake diplomas, pure and simple.
In addition, many “diploma mills” provide toll-free phone numbers for their “students” to give prospective employers. This toll-free number will provide the prospective employer with grade, attendance, and sometimes even award information pertaining to the “student” as a ploy to legitimize the fictitious school.
Checking to see if the school has a website is an effective way of determining whether the degree came from an accredited institution or a deviant diploma mill. Alternatively, the U.S. Department of Education lists accredited universities within the country. When checking up on this, make sure there is a normal progression of degree completion in regards to the applicant. For example, it is probably worth investing an applicant’s claim to have received a doctorate degree immediately after receiving an undergraduate degree since a master’s degree usually falls in between the two former categories.
As mentioned in the introduction, the act of enhancing job titles and responsibilities by applicants is very common within resume fraud. It usually occurs because the applicant doesn’t think that the prospective employer will bother to complete adequate reference checks. Since job responsibility lists can be very extensive, an applicant often thinks that slipping in a discreet job responsibility will go undetected even if the employer makes the reference call. Make sure to not only perform the reference checks but to also verify all claimed job responsibilities or accomplishments.
Hopefully this brief summary of resume fraud is of assistance to you and your hiring process. If you would like any further information regarding employment checks, get in touch – we’ll be happy to help.
And remember – a thorough hiring process done properly the first time will minimize future hiring complications, while contributing to an ethical and productive workplace.
Mind Your Business CEO Karen Caruso was named News 13′s Person of the Week last week. She was featured on the channel on Friday evening, with the focus being on hard work, positive affirmation and being able to achieve anything if you set your mind to it.
What is “Person of the Week”?
“Every Friday at 6pm, News 13′s Larry Blunt introduces viewers to “PERSON OF THE WEEK”. These are people in Western North Carolina with inspirational stories to tell. Its a great way to end the work week on an up note, going into the weekend with news of people who truly make a difference in our community.”
A fantastic accolade and more recognition for Karen and MYB.
Having received North Carolina Business Person of the Year in May, to be featured by the news channel in this way is a tribute to just how hard Karen and the team work to drive success.
Mind Your Business Inc. was conceived in 1996 in the basement of Karen’s home. Through an episode of ‘Opera’, Karen learned that it was incredibly difficult for parents to have background checks completed on prospective child-carers. As a individual who worked in the security industry, Karen felt a duty to do her utmost to prevent this from happening again. With no college degree, a laptop, $2000 and an unyielding belief she conceived an organization whose origins are not based in financial gain or selfish ambitions, but altruism.
The desire to help people was what founded MYB and is the reason they continue to exist.
Such praise through the this News 13 feature is both humbling and inspirational, and we believe that there are still bigger and better things to come from MYB!
Negligent hiring is when an employer does not engage in an adequate employment background check process to ensure an applicant is trustworthy and capable of performing job duties. Common examples of negligent hiring include a truck driver with numerous traffic violations, a substitute teacher who is a convicted sex offender, or a controller with convictions of embezzlement.
These deviances are often a direct result of negligent hiring and can lead to enormous lawsuits for those companies left saying, “We should have known!”
Today plaintiffs based on negligent hiring are increasingly being ruled in favor. Companies are vulnerable to such litigation as they are big targets with big pockets. Often times companies will settle early, even if there is room for their case, to avoid harmful media attention. Human Resources Management specifies that the average settlement of a negligent hiring lawsuit is about 1 million dollars. The weak economy only increases the hazards pertaining to this situation as people look for more ways to acquire money. Remember that the costs and time spent by a company defending itself from such claims caused by negligent hiring end up outweighing the costs for a proper background check. If a company takes the latter step it need not worry about being negligent.
Negligent hiring also poses threats within the workplace. If an employer does not perform reference checks or the proper screening, the hired employee may exhibit existing deficiencies that could have been clarified. The company, by exposing itself to such vulnerabilities, creates an atmosphere less reactive to productivity. Negligent hiring also poses a higher degree of danger for other employees who have to work in an environment where there may be undetected criminal subjects.
It is the employers responsibility to protect their employees and clients from “foreseeable” acts of an employee. By avoiding a negligent hiring process a company decreases the chances of lawsuit and ensures a healthy working environment.
Mind Your Business is willing to provide you with an adequate pre-employment background check so the statement “We should have known!” is avoided.
Technology giant 3M has agreed to pay a total of $3 million to several hundred former employees who accused the company of age discrimination, the U.S. Equal Employment Opportunity Commission (EEOC) said Monday.
The EEOC sued 3M (MMM) in U.S. District Court in Minneapolis on behalf of a class of former employees who said the company laid off hundreds of workers over the age of 45 from July 1, 2003, to Dec. 31, 2006. The lawsuit alleged 3M terminated many highly paid older employees and directed leadership training to younger workers.
The agency said its investigation found an employee email describing then-CEO Jim McNerney’s “vision for leadership development” as “we should be developing 30 year olds with General Manager potential.”
This case is an interesting one to have followed, especially in the present day where discrimination is ever more of an issue. With debates raging over exactly how, legally, employers can and can not choose between job applicants, there are sure to be many more cases in the future similar to this one.
For example, with social media background checks becoming ever more prominent, surely there are indeed characteristics of an individual that cannot be ignored? If a potential employer were to check an applicants Facebook page, they could find information such as age, race, religion, sexuality, hobbies – all of which can be unfairly and illegally used as a basis for discrimination.
“The law requires employers to base employment decisions upon each person’s strengths and talents instead of relying upon generalized assumptions,” said the EEOC’s Michael Baldonado.
As an employer it is vital to know exactly what information you are legally allowed to know about an applicant, in order to make your hiring decisions. If you would like to learn more, get in touch with Mind Your Business – we can help you with all your employment screening needs.
In a letter to the U.S. Equal Employment Opportunity Commission (EEOC), International Association of Exhibitions and Events™ (IAEE) President Steven Hacker, CAE, FSAE has objected to the proposal that would ban the use of background checks on job applicants and/or current employees.
“The issue of how best to rehabilitate convicted criminals and facilitating their entry, or re-entry, into the workforce is extraordinarily complex. While there are substantial benefits to society whenever persons returning from incarceration can be successfully positioned through their employment as productive citizens, the risks associated with prohibiting full disclosure of their criminal records are so overwhelming and potentially catastrophic that we are compelled to strongly object to the Commission’s proposal,” states Hacker.
Since face-to-face events are pervasive through so many businesses and organizations in the U.S., these businesses are responsible for the health, welfare and safety of their employees and their event attendees. Without a full picture and complete review of candidates, business owners are increasing their risk and liability.
The EEOC’s proposal would prohibit prospective employers from making informed judgments about who may or may not be suitable candidates for employment and would potentially cause more long-term harm not only to the business itself but also exacerbate the nation’s chronically high employment rate.
The EEOC will hold open the Commission meeting record for 15 days and invites audience members, as well as other members of the public, to submit written comments on any issues or matters discussed at the meeting. Public comments may be mailed to:
Commission Meeting, EEOC Executive Officer
131 M Street, N.E.
Washington, D.C. 20507
or emailed to Commissionmeetingcomments@eeoc.gov.
For more information on background checks and employment screening, you can contact Mind Your Business, Inc. here.
Mind Your Business, Inc. is a proud woman-owned small business, which has been running successfully since 1996. Recent achievements, including CEO Karen Caruso being awarded Small Business Person of the Year for North Carolina, have led us at MYB to step back and consider what it means to be a woman-owned small business. How do woman-owned businesses stand up when compared to the rest of the market, and what makes them so extraordinary?
First off, let’s take a look at a few facts about woman-owned businesses
- Woman-owned (50% or greater) businesses comprise nearly 10.4 million firms, employing 12.8 million people
- Woman-owned firms have grown at approximately twice the rate of all other firms. Over the past two decades, majority woman-owned businesses have experienced 42% growth as compared to 24% for all others
- Businesses owned by women generate $1.9 trillion in sales
As stats show, woman-owned businesses make a significant contribution to the economy, with small businesses being a huge part of this. This is surely one aspect of woman-owned small businesses that makes them extraordinary, but what are the others?
As with any business, they face a struggle to get off the ground and an even bigger struggle to maintain prolonged success. Take MYB as an example – started by Karen Caruso in the basement of her home, Karen took a big step. With no college degree, only a laptop, $2000 and an unyielding belief, she conceived an organization whose origins are not based in financial gain or selfish ambitions, but altruism. All around were doubters, but with dedication and commitment, MYB took off.
Now, 15 years later, Mind Your Business finds itself as one of the leading employment screening companies, providing background checks and drug screening to organizations across the nation, keeping them and their employees safe and protected. Renound for their cost-effective service and quick turnaround, it is such customer-focus that makes this woman-owned small business an extraordinary company to work at and with.
Also to consider is the poor economy over the last few years. Both as a small business and a woman-owned business, MYB has certainly faced some hurdles during this time. However, the passion from the staff that you see in many woman-owned small businesses has allowed MYB to thrive during this time, seeing growth year after year in a time when many other businesses have had to downsize or, even worse, fold altogether.
The characteristic that really makes a woman-owned small business extraordinary, in my opinion, is the care and commitment shown to customers. Evidence of this is shown in testimonies on their site – one example stating:
“(Karen) and her staff work exceptionally hard to make our screening program a success. It is refreshing to see a staff that seems to have an unlimited amount of energy and holds firmly to the conviction that if it is worth doing; it is worth doing it right. It is fair to say that without Karen and her staff, our screening program would not have been nearly as successful as it is.”
A commendable reference which emphasizes the role that MYB place on customer care in their day-to-day business, and their desire to provide real value to each and every client.
So they are my reasons for what makes a woman-owned small business extraordinary, but what do you think? Are there any other important characteristics that I’ve missed?
Heath Shuler paid a visit to the Mind Your Business office earlier this week to personally congratulate MYB CEO, Karen Caruso, on her North Carolina Small Business Person of the Year award. It was a visit that not only signifies how high a recognition that the award is, but also how highly government officials in the region value the impact that small businesses, such as MYB, make in the state.
A native of Swain County and a current resident of Haywood County, Heath Shuler was first elected to represent North Carolina’s 11th Congressional District in November 2006. A former NFL quarterback, Congressman Shuler was also a successful entrepreneur and small business owner prior to his congressional bid.
As someone who has first-hand experience creating and sustaining a successful small business, he was in a perfect position to understand the struggles that Karen and MYB have overcome – particularly in the current economic situation.
Following his visit, Shuler posted a status on his Facebook Fan page:
He notes that “Caruso exemplifies the entrepreneurial spirit and tireless work ethic that you can find in communities all across Western North Carolina” – a true compliment and worthy praise from such an instrumental figure in the region.
For those – the significant majority of us these days – who are on Facebook, visit the MYB Facebook page or the Heath Shuler Facebook page to learn a bit more about both, and what the visit and the SBA awards was all about.
There is no doubt that drug testing in the workplace should be an integral part of any business. It doesn’t t take an expert to understand that an employee who is intoxicated will be less productive, less valuable and less use to you than a sober one.
But what are the real costs? Financially, how do drugs and alcohol in the workplace effect business success? What proportion of employees have been intoxicated at work? How does this affect you?
Here are ten cold, hard facts that employers should consider – they may make you realize just how important drug testing could be for the success of your enterprise:
- According to statistics from recent studies on drug abuse by American workers, workplace drug and alcohol use costs U.S. businesses an estimated $100 billion each year
- 75 percent of illicit drug users over 18, nearly 80 percent of binge and heavy drinkers, and 60 percent of adults with substance abuse problems are currently employed
- 8 percent to 50 percent of all Workers Compensation claims are related to substance abuse in the workplace, as substance abusers file three to five times as many Workers Compensation claims
- According to statistics of businesses from the U.S. Census Bureau, small businesses were most vulnerable and particularly disadvantaged by worker substance use and abuse
- Substance abusers incur 300 percent higher medical costs than non-abusers
- Substance abusers are 2.5 times more likely to be absent eight or more days a year
- Substance abusers are 1/3 less productive
- It costs a business an average of $7,000 to replace a salaried worker
- It’s a few years ago, but still relevant – the National Institutes of Health reported that alcohol and drug abuse cost the economy $246 billion in 1992
- About nine in ten employed current illicit drug users and almost nine in ten employed heavy drinkers worked for small and medium sized firms
If you are currently an employer who doesn’t drug test employees and those stats don’t cause you to rethink your strategy, then I don’t know what will. The bottom line is that employees who abuse drugs and alcohol will place a big dent in your profits. This is something no business will want to have to deal with, specifically the small businesses who are affected the most.
While drug screening can be an expensive process, it will unquestionably save you money in the long term. Don’t wait any longer, get your employees screened now.
You may have heard about employment verification and wondered what it really is, where you can obtain this verification from and what the process is for doing so. The answer to all three questions? An employment verification service.
An employment verification service is a company that can provide employers with verification on their employees – whether these employees are long-standing, new or pre-employment and still in the application process.
So what sort of verification are we talking, and why is it necessary?
There are various different types of background check that can be performed by an employment verification service, and it will depend on the job role you are performing the check for. For example, a role where the employee has financial responsibilities may mean a credit check, but other roles wouldn’t require this. Or a role which involves driving others could mean a motor vehicle check, but office jobs wouldn’t. Other types of verification include criminal record checks, education verification, reference checks, employment history checks, drug screening and social security number checks.
You may have some trouble choosing which verification checks are necessary, and that is the first step where an employment verification service can come in to play. They can discuss what types of checks are most appropriate you, and take you step-by-step through the entire process.
Once you have decided which employment checks you wish to have performed, it’s up to the employment verification service to get the checks completed in a timely, cost-effective and accurate manner. The results of these checks can have significant effects, so it’s important that the company you choose is reliable. Be aware of any companies that offer “free” or “instant” background checks. Getting this sort of information on someone is neither free nor easily accessible, so anyone claiming it to be so is fraudulent. Yes – these employment checks will cost you, but the protection it provides you, your company and your employees will be invaluable in the future. The short terms costs are heavily outweighed by the long term benefits that good employment verification services provide.
Ready to go?
So that’s how it’s done, but who do you turn to? Well, firstly you want an employment verification service that has a great history with trusted and valuable testimonials. Furthermore, seek out one that can clearly explain to you how they can help and why you should choose them.
So don’t delay, check out how Mind Your Business, Inc. can help you, and how they can keep both you and your business safe.
Child Protective Services in Texas has recently launched a website which takes another step to protecting children in care, and allowing parents to be informed about who is looking after their children.
You may have seen the public service announcements from CPS called “Don’t be in the dark.” It’s a message aimed at parents, urging them to do their research before making a decision on a day care. With the new website, parents can log in and check out the centers in every city across the state.
There is also information on any inspections done at the particular center and if they were given any citations. You can even read the reports done by the inspector.
CPS regional spokesman John Lennan adds its important to go tour the facility you chose, before making a final decision. Another frequently asked questions, Lennan says is whether babysitters need to be licensed. He says its varies depending on how many children the person cares for and for how long they watch them and also if they are related to the children or not.
For more information log on to www.txchildcaresearch.org or you can call 1-866-892-4453.
This is a big step for CPS, for Texas citizens and for the future of childcare. Pre-employment screening is rarely more important than in the childcare industry.
While it seems that this is being rolled out in Texas for now, it is surely only a matter of time before we something similar in states across the country. Have you heard of any other state implementing this type of strategy yet?
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