Member # 10974
Les Rosen
  • Novato, CA
  • United States
  • Employment Screening Resources
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Profile Information

Company
Employment Screening Resources
Which industries do you work in now?
All Industries
Website
http://www.ESRcheck.com
Blog
http://www.esrcheck.com/wordpress/
LinkedIn Profile
http://www.linkedin.com/profile?viewProfile=&key=2215428&lo...

Brief bio

Lester S. Rosen is an attorney at law and President of Employment Screening Resources (www.ESRcheck.com), a national background screening company located in California. ESR was rated as the top-screening firm in the US in the first independent industry study.
He is the author of, “The Safe Hiring Manual--Complete Guide to Keeping Criminals, Imposters and Terrorists Out of Your Workplace.” (512 pages-Facts on Demand Press), the first comprehensive book on employment screening.
He is also a consultant, writer and frequent presenter nationwide on pre-employment screening and safe hiring issues. He has qualified and testified in the California and Arkansas Superior Courts as an expert witness on issues surrounding safe hiring and due diligence. His speaking appearances have included numerous national and statewide conferences.
He is a former deputy District Attorney and criminal defense attorney and has taught criminal law and procedure at the University of California Hastings College of the Law. His jury trials have included murder, death penalty and federal cases. He graduated UCLA with Phi Beta Kappa honors, and received a J.D. degree from the University of California at Davis, serving on the Law Review. He holds the highest attorney rating of A.V. in the national Martindale-Hubbell listing of American Attorneys. Mr. Rosen was the chairperson of the steering committee that founded the National Association of Professional Background Screeners (NAPBS) a professional trade organization for the screening industry, which now has over 500 members. He was also elected to the first board of directors and served as the first co-chairman in 2004.

Les Rosen's Blog

Business Connection Sites: Can Recruiters or Employers Really Rely on a Person's Internet Listing Instead of an Application, Background Check or other Due Diligence Tools

We have heard the argument made that using business connections sites is more accurate then resumes and can even replace a past employment check, since a candidate is not as likely to lie on an online service where many friends and colleagues may see it.…

Continue

Posted on July 6, 2010 at 11:00am

Recruiters and Background Checks – How to Deal Effectively with the Process

The life cycle of a background check is often in conflict with a recruiter’s time constraints to fill a position. This blog explores how recruiters can help speed up the process.

Part of the on boarding process for most in-house recruiters is the completion of the pre-employment background check.On the other hand, it is mission critical that employers exercise due diligence in their hiring. If an employer hires someone who turns out to be dangerous, unfit or…

Continue

Posted on February 5, 2010 at 12:50am — 1 Comment

2010 Trend on Increased focus on whether credit reports and criminal records are discriminatory

2010 Trends in Screening–Trend One:



Employment Screening Resources (ESR), is releasing it “Third Annual Top Ten Trends in the Pre-Employment Background Screening ” for 2010. ESR had identified new trends that are starting to make a difference, as well as old trends that have evolved as the screening industry matures and as plaintiff’s attorneys, including class action lawyers, have started to focus on background checks. These… Continue

Posted on January 4, 2010 at 6:30pm

Job Hunting and Credit Reports

For some reason, there are individuals and groups bent on scaring job applicants about credit reports by spreading miss-information that is just plain wrong. Whether these people are just not well informed, or have their own agenda to push, the fact remains that job applicants are under enough stress without having to worry about things that are simply not true.



In previous blogs, ESR debunked two commonly held myths.… Continue

Posted on December 21, 2009 at 4:54am

Question for Recruiters--should a background firm contact an applicant directly if there is information that needs to be obtained or clarified?

There is an ongoing debate in the background screening industry whether a background screening firm should ever contact an applicant directly if an a issue arises where information is needed from the applicant to conclude the background report. The question is whose professional obligation it should be to obtain or clarify additional information from an applicant, the recruiter or the background firm



This issue can come up in a number of ways.



First, if a recruiter is… Continue

Posted on November 30, 2009 at 1:19am

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