nnect. WRONG. Now, I'll connect as I need to, but I keep my list private. If someone comes across a connection and wants to connect, they can contact me and I'll arrange it. Or not.
LI has sort of turned into one big high school. Just because you're in the same class doesn't mean you know everyone. And those you know aren't always just the popular kids. Some are just regular kids. …
how many sites popped up...most claiming to be free. I randomly selected 15 sites and, with the consent of my adult daughter, did a "background check" on her. The first thing I noticed is they are NOT free. Some allow a "free trial membership" but I had to submit my credit card information and other personal information for I could proceed. Others would say there was a record of this person but, in order to get it, I had to pay. That was a shock to me and my daughter that she had a record....she is not amused and will deal with them.
The problems here are obvious: 1) Potential customers have to devolve financial and personal information, and have no idea how secure the site is or how many people will see that information. 2) Paying for something before you get it? That is good at the gas pump, but in this case, not so much. 3) These sites probably are not FARA, DPPA or HIPPA compliant. 4) Because not all states have sunshine laws ( of the equivalent) the report may be incomplete. To sum it up, I would be exposing my financial and personal information for data that I could not use or really trust.
What is the solution then for effective and safe recruiting? Contact a licensed private investigator who specializes in pre-employment screening. Forget the persona of the typical PI seen on TV. The fact is many states( Florida for one) have strict laws governing the profession-we are held to a much higher standard. The private investigation agency is all so a consumer reporting agency (CRA) well versed in federal and state laws and use only private databases that are compliant, accurate and complete. Referring to my original concern, the client pays AFTER the background check is complete, all information on employer and applicant is held to strictest confidence with all rights protected.
If you have any questions, please feel free to contact me at www.goldshieldli.com. …
this person to find out if he/she is all they say they are. The way to do that is more than just a background check.
Last year, the National Association of Chamber or Commerce estimated that as many as 33% of all applicants put false information or omit facts on their application. Facts like their true name, date of birth, social security number, criminal history, or education. It is your responsibility to get the facts before referring this person to your client. The best way to do this is to outsource to a licensed private investigator who specializes in pre-employment screening. Forget the persona of a PI as seen on TV or in the movies. In reality many states ( including Florida) have strict laws governing the profession thus we are held to a higher standard than those who are not licensed.
Because this is the private investigator's chosen specialty, their agencies are a consumer reporting agency thus they know, understand, and apply laws such as FCRA, DPPA, HIPPA and what ever state laws apply. They have access to PRIVATE databases that are FCRA & DPPA compliant to conduct the verifications and criminal checks, checks that will show search results from all 50 states. Your private investigator knows that this is only a small part of the screening process. A search of civil records from all of the jurisdictions the applicant has lived should be completed, education verifies as well as professional license. credit activity, driving record and a nationwide sex offender and predator search is a must. The final step should be to contact current and/or past employers and references. The results are put in a easy to understand report that you can rely on to make an informed decision to refer this person or not. It may seem like a lot, but the professional private investigator should be able to have the screening completed in less than 24 hours. It is that simple. …
e always been a little surprised that people will put stuff and pics on their facebook or myspace or whatever pages that they would not talk about to anyone but their closest friends and family. Perhaps it originates with the often private way it is posted; ie sitting in one's PJ's at home alone, logged on appears to give peeps the feeling that what they post for friends to see is somehow more private.
As to the specific example you gave, the fact that this is an advertising firm put a bit different light on it than perhpas would happen in other industries. Think about it. Someone who has a background in advertising as a creative director who would not be more atuned to what was out there would be to me more of red flag than perhaps someone who was not in the advertising sector.
It has been my observation that right or wrong, many companies take the attitude that if their employees are doing things after work that reflect badly on the company it becomes company business to some extent. For instance, an employee of your company gets busted for selling drugs, your clients start asking you about it. Do you take the attitude that it's his private life or do you let him know in uncertain terms that his "private life" is not acceptable. Yes, we are talking about illegal stuff here so is that different. Your employee is a party animal, he's doing fine at work but several clients mention that they have seen him out in the joints sloppy drunk, making an ass out of himself and he's got pics all over facebook of his happy self drunk as a skunk. Now that he has made it public that his private behavior is pretty obnoxious, do you get involved, does it impact your business rep?
My take: illegal activity, you are out of here. Messy obnoxious stuff, Ok kid, i don't care what you do when you walk out the door but if it goes public anymore you can take your rep somewhere else where the company is not associated.
If that is the way it is after hire, should it be the same before hire?…