We are inviting you to a special webinar entitled “Social Media Background Checks: The 7 Commandments of Using Facebook in the Screening Process”
Date: December 20th, 2011 Tuesday
Time: 2:00 PM EST until 3:00 PM EST
There have been many recent high-profile cases involving an increase in the restrictions put on Employer’s use of Social Media in Hiring and Screening, as well as Employer’s regulation and response to Employee Comments made on Social Media sites, such as Facebook. The NLRB has challenged as unlawful an employer’s discipline of an employee who made comments on a social media site. Whether you want to use sites like Facebook to screen out employees via a social media background check, or use social media sites to monitor your employee’s social media activity, discipline them for what they post, or simply maintain rules that arguably regulate employee conduct, all employers need to understand the evolving rules coming from the NLRB. Additionally, real world practical tips and insider secrets will be shared by Kevin Connell, a social media savvy background check expert. This webinar is a Pre-Approved HRCI Certified Webinar.
Register HERE for this Complimentary Webinar
Tampa, FL, December 9, 2011 – Visiting Santa at the mall is a cherished holiday tradition for most families. Kids instinctively trust the jolly old fellow in the red suit. But did you ever stop to think who might be lurking behind Santa’s false beard?
Kevin Connell is America’s leading background screening expert, dubbed the “Human Lie Detector” by Fox News. He has seen his share of con men and crooks that use false identities (including Santa’s) to commit new crimes. Connell conducts criminal and sexual offender background checks for retail chains and malls that are hiring seasonal employees.
“Santa Claus is an institution. There are lots of great stories and movies about him,” Connell said. “Unfortunately, some bad people take advantage of seasonal opportunities and turn an uplifting season into a parent’s worst nightmare.”
Connell has nearly 20 years of experience as founder and CEO of AccuScreen.com, which specializes in pre-employment background screening and drug testing services. A nationally-known speaker and author, Connell has appeared on ABC News, Fox News and more than 172 radio and TV shows.
Connell helps his audience stay alert and safe. He shares cautionary tales of shady Santa’s, including a New Jersey actor who was arrested by Interpol for producing child pornography and abusing young boys.
In his interview segments and speaking engagements, he reveals:
* Why “Santa Claus” is an alias many criminals use when they’re arrested.
* Warning signs to look out for when shopping online and at the mall.
* Why many companies cut corners and take risks when hiring new employees.
* How to avoid common holiday scams, from fraudulent eBay offers to bait-and-switch sales.
Connell is available to speak on this timely and important topic both in the Tampa, Florida area and nationwide, in person or via telephone.
Sue Marriott – Media Relations
(813) 837-1920 Ext 1100 (FL)
Just when Adam Wheeler, the man convicted last year of fraud for lying his way into Harvard, thought it was safe to come out of the shadows, prosecutors in Middlesex, Massachusetts are asking that he serve his sentence as handed down by Superior Court Judge.
But, prosecutors aren’t just being petty, and they certainly couldn’t be accused of picking on Wheeler. Wheeler, originally ordered to serve 2 ½ years in jail, 10 years probation, pay restitution of more than $45,800, and to continue attending counseling for identity theft, resume lies, and other charges, appears to have forgone the lesson he learned (or should have learned) from his conviction in favor of the temptation of lying for profit once again.
Yes, Wheeler has taken the fraud route once again. He is an ideal model of why employment background checks are crucial.
Will Wheeler Ever Learn?
For those who don’t recall the story, Adam Wheeler, now 25, managed to weasel his way into Harvard by claiming to have had attended the prestigious Phillips Academy prep school in Andover and the Massachusetts Institute of Technology.
Not one to fly under the radar to avoid detection, Wheeler, decided to shoot for Rhodes and Fulbright scholarships while at Harvard, citing co-authorship of several books, and by claiming to have taught numerous courses and lectures on what must have been an impressive application, with not your typical resume fraud. He was booted from Harvard in 2009.
With a never-give-up attitude, Wheeler dusted himself off and applied for admission to Stanford after his dismissal from Harvard. Stanford accepted Wheeler but also kicked him out after being alerted to his cons.
Caught Red Handed!
With a smile at his trial, Wheeler apologized to Harvard, his teachers, other students, and his friends. He also admitted to being “ashamed and embarrassed.” But, obviously, Wheeler wasn’t too embarrassed to give fraud another shot.
This enterprising young man now sits in jail awaiting a hearing in mid-November regarding the violation of his probation. So, did Wheeler, like so many other resume liars, stretch the truth a bit about his abilities or work history? Nope. Wheeler, in what can only be called an act of sheer arrogance, cited on a resume and in a cover letter that he attended Harvard University, a strict warning against which was issued as a condition of his probation.
It seems Wheeler lost his job over the summer and, in an effort to make his court-ordered restitution payments, he created resume lies to put himself in a better position than other applicants for the job. Just as he denied other students a position at Harvard, and then Stanford, Wheeler, once again, intended to deny someone more qualified than him the right to a position. This resume fraudster extraordinaire pulled out his pen and made some creative changes to his past.
The Lessons Wheeler Teaches
Wheeler may be a bit hard pressed to learn his own lessons, but he may serve as a shining example of why it’s important to tell the truth on a resume and, for employers, he highlights the need for performing a thorough pre-employment background check on each and every employee.
Potential employees lie. Not all of them, of course, but enough of them lie on job applications to warrant due diligence by employers. If Wheeler was the only individual to give resume fraud a shot, then employers wouldn’t have to look so intently for applicants who lie about a criminal past, tell tales about past employment, and present bogus educational credentials.
The reality for employers is this…
Resume lies aren’t going to magically go away. Because of this, it’s important for employers to protect themselves by partnering with a pre-employment screening agency with the experience to help employers protect themselves, and their employees, against the liability that can result from resume fraudsters.
Kevin Connell is Founder & CEO of AccuScreen.com www.accuscreen.com which has been providing pre-employment background checks on prospective and current employees since 1994. For additional Information & resources about Kevin Connell and AccuScreen’s services, please go to www.accuscreen.com or call AccuScreen.com (813)837-1920, Monday through Friday, 9:00 AM until 6:00 PM, Eastern Standard Time
November 2, 2011 ( Tampa, FL) AccuScreen.com’s CEO and Background Screening Expert Kevin Connell will be interviewed tonight on Fox News Edge about the Herman Cain dilemma & the Sexual Harassment charges made toward him.
The interview will center on the subject of Sexual Harassment and the accusations brought forth by former employees that worked under the Republican Presidential candidate when he was the CEO of the National Restaurant Association during the 1990’s.
This is an interview that you will not want to miss!
If you are not in the Tampa Bay area, no worries, we will be posting the link to the interview afterwards, the video will appear under www.AccuScreen.com/blog
Watch Fox News Edge tonight at 11:00 PM on Fox 13 Tampa Bay.
Over and over the news covers employee fraud and employee embezzlement. Our goal at AccuScreen is to help business get wise about who their hiring, by doing a background check and a making each employee accountable to someone. Read below a recent case dealing with payroll fraud.
Geselle Savoy, 52, of Alamogordo, N.M., pleaded guilty before U.S. District Judge Mary Ann Lemmon to conspiring to commit federal program fraud while working as a testing technician for the Jefferson public schools, according to U.S. Attorney Jim Letten’s office.
Savoy admitted that from February 2007 to September 2009 she submitted fraudulent payroll documents for herself and three other school system employees to receive about $132,000 in payments and stipends from the district. The payments came through the LEAP program, Graduate Exit Examination tutoring fund, Education Excellent fund and general fund.
Neither Savoy nor her co-defendants, Amanda Jackson, Danay Jackson and Tracy Walker, were certified teachers or qualified to perform testing or tutoring. Amanda Jackson and Savoy are cousins, and Danay Jackson is Amanda’s daughter.
According to court records, Savoy admitted receiving about $38,000 in payments personally and she processed fraudulent payroll sheets for the other co-defendants that totaled thousands of dollars each. The employees were submitting false overtime records and were able to access the school system’s financial database despite not being authorized for that access, according to court documents.
Savoy is set to be sentenced Oct. 12. She faces up to five years in prison and a $250,000 fine.
Does your driver know the English Language? A new bill being passed thru the states is making sure that aspiring truck drivers have an understanding before obtaining a cdl license.
With the majority of state legislatures having wrapped up their work for the year, lawmakers in various states, including Pennsylvania, continue to discuss bills of relevance to the trucking industry. In the Keystone State, one bill – HB1180 – is intended to ensure that aspiring truck drivers have a firm grasp of the English language before they obtain a commercial driver’s license. There are nine states that already limit licensing tests for regular driver’s licenses to English only. About a half dozen states have the language mandate for commercial drivers. In contrast, five states offer their tests in at least 17 languages. California leads the nation with 32 language offerings. Pennsylvania law now limits the written or oral portion of the knowledge test for CDLs to be given in English or Spanish. A bill in the House Transportation Committee would mandate the state’s CDL test to be given entirely in English. Supporters say they are concerned that people are allowed to drive on roads without a command of the English language. They say it’s a matter of safety. Another argument in favor of outlawing tests in other languages is concern about lawsuits alleging a state favors one language over another.Opponents say there are no studies that suggest English proficiency makes better drivers. They also note that legislative efforts do not apply to illiterate residents. A similar effort could be considered next year at the Tennessee statehouse. A bill in the state Senate would narrow the language options on the state’s written portion of the driver’s license exam, including commercial licenses, from four to one. Tennessee now permits exams to be conducted in English, Japanese, Korean and Spanish. If approved, the state would mandate all portions of the exam to be administered in English. The bill has been deferred from consideration until lawmakers return to the capitol in 2012.
Popeyes is fighting fraud.
Popeyes has rolled out a preventive measure in 148 stores by using fingerprint biometrics as a part of their point-of-sale (POS) systems. By using the biometric readers for time and attendance, employees can no longer punch in for one another, dramatically reducing payroll fraud. This new system has improved employee accountability, increased sales, and reduced both unauthorized transactions and payroll fraud. As a result, the Popeye’s locations with fingerprint-equipped POS systems have experienced a decrease in overrides and inventory losses due to fraud.
How is your company fighting fraud?
The rapid rise of social media has drastically & permanently altered the world of employment screening, not always to the benefit of employers. Our focus is to help employers understand that even accurate information found online cannot always be legally used as a consideration in employment decisions.
Here are our “Top 7 Commandments in Using Facebook in the Hiring & Screening Process”.
1. Know What is Real or Fake
2. Beware of Too Much Information
3. FCRA Compliance Consent and Third Parties
4. Verify that it is Real: “Identity Issues”
5. Have a Social Media Policy in Place
6. Use Web Tools Wisely
7. Never Forget “The Streisand Effect”
The importance of employment screening firms and the services they provide, such as criminal background checks, has become a necessity in today’s workplace. Stories of employees involved in embezzlement, felonies and fraud are all over the daily news. These crimes are surprisingly common in the Unites States but the question remains, “why are employees thieving from the hands that feed them?” Although people have a hard time understanding the reasons why, greed is usually the primary these employees commit crimes.
Many employees struggling financially opt to steal from their place of employment instead of finding extra work while those who want an extravagant lifestyle are willing to do the same. Revenge or justice is another reason why some employees steal from their employer. Whatever the reason, the next potential employer of these employees should be warned before the hiring process even begins. A complete criminal background check by a reputable pre-employment screening firm is essential!
Your company is put in a position of higher risk if you do not follow through with pre-employment screening during the hiring process. In May 2011, office manager and bookkeeper for Rinos & Martin, LLP, Donna Joy Henderson, was found guilty of embezzling over $502,000. This employee was completely unsuspecting as she had worked for the company for more than 9 years and was in a position of trust. It took a new accountant to discover a check marked void but paid to Henderson. Which led to a further investigation uncovering $502,000 worth of voided checks written out to Henderson. This embezzling employee confessed and admitted to using the company’s money to pay personal expenses. A sentence for this type of crime could range from 24-30 months in prison. Once this employee serves her punishment she will once again be job searching. A smart company will use employment screening and criminal background checks to filter through potential employees who pose such risks. Screening firms have access to more thorough databases and are quick and accurate with their findings. Don’t consider hiring without using a trusted provider of background information or your workplace could have some shifty employees!
Join CEO of employment screening company AccuScreen.com, Kevin Connell, as he presents, “The 7 Commandments Of Using Social Media in the Screening Process,” on June 15th at the HR Tampa Dinner Meeting. Recruiters and human resource specialists will learn methods and best practices to screen potential candidates without fear of legal repercussions.
TAMPA FL – Eager to avoid repeat occurrences of the Anthony Weiner scandal, recruiters and HR professionals are becoming more vigilant about pre employment screening than ever. Kevin Connell, CEO of AccuScreen, will be presenting at the HR Tampa Dinner Meeting on June 15th at 5:30pm, which will be held at the Centre Club in Tampa, Florida. In addition to discussing standard techniques, such as an employment criminal background check, Connell will also shed light on legal and ethical methods to utilize social media screening, should employers wish to vet selections in that manner.
In his years of seeing the hiring process change with technology, Connell has gathered best practices, tips and tricks to gather pertinent information about potential new employees. His presentation, “The Seven Commandments of Using Facebook, YouTube, and Twitter as part of the Screening and Hiring Process,” will show attendees how they verify authenticity of collected information, and the pitfalls of not doing a thorough pre-employment screening. The full screening process should be disclosed to every applicant, including what resources the company plans to check. Also included in this presentation will be previously unheard-of ways to prevent anyone from hacking into a Facebook account.
“We want to make sure that companies, should they choose to vet applicants through social media, are doing so in a way that is not only effective, but legal and ethical. We’re looking forward to this opportunity to help recruiters and HR specialists feel more confident in their new hires,” said Kevin Connell, CEO and founder of AccuScreen.com (http://www.accuscreen.com)
Connell is a nationally recognized speaker known for his expertise on human resource topics including negligent hiring, employee theft, and resume fraud. He routinely speaks at human resources conferences and has also offered expert testimony before the Florida Supreme Court.
“Effective employment screening is often one of the best tools any company can put to use, as it results in higher quality, more productive and more loyal employees. We want to show you how to go about this important step properly, so that the applicant full understands and you can utilize the information collected,” Connell said.
“Social media use has skyrocketed and because of that, employers are more open to lawsuits or problems stemming from an employee’s down time. One example is the recent case in Albuquerque where a police officer was reprimanded after listing his employment as ‘human waste disposal.’ This embarrassed the department and spurred changes to the department’s social media policy. To further protect their companies, employers need to drastically alter the way human resource professionals performs each and every employment criminal background check, but also spell out a clear social media policy for after the hiring process is complete. I hope to help employers gain a better understanding of legal issues that result from using online information to make hiring decisions,” concluded Connell.
The presentation will take place on June 15th, from 5:30 to 8:30pm at the Centre Club, which is located at 123 S West Shore Blvd. in Tampa, Florida. This presentation has also been preapproved for recertification credits by HRCI. AccuScreen.com is pleased to be an approved provider by HRCI.
Managers often blame themselves when an employee is fired for reasons that can include underperformance issues or the wrong qualifications. Instead of blaming themselves, managers should review their hiring strategies and think about changing the way things are done in their office.
Turnover rates are one of the biggest challenges for companies. Reviewing your hiring strategies and procedures on a regular basis can help specify exact problem areas that are in need of improvements. For example, you could reanalyze your hiring policies, use pre-employment screening firms and use department head expertise to help select the right candidate from the potential client pool.
First, it is worth re-evaluating your hiring procedures to find the fine-line between over and under hiring employees. In doing so, you can help stop two major problem points:
1. Having two many employees on staff and too little work that needs to be done.
2. Over-working the current employees because there are not enough people to cover all necessary work.
The consequence of either situation can be a high turnover rate. Over-hiring can cause employees who are constantly bored with their positions. This could potentially lead to higher resignations. Staffing cuts are another downside to have two many employees in the office. When sales coming in do not exceed payroll, unfortunately cuts must be made. Employees who are overworked often struggle to keep up with projects and end up making mistakes. They are also more prone to resigning out of frustration. Neither side of the spectrum is good for your business.
Secondly, invest some time in reviewing what type of employment screening service your company uses. You should be looking for an employment screening firm that has qualities such as a reputation for doing excellent work, provides accurate reports, and does their work in an realistic amount of time.
Finally, using your office’s current job description can help you weed out resumes that have lies on them. A department manager can review the job requirements for that position and evaluate the skills that the job posting is advertising for. If a department head looks over a few of the most qualified applicant’s resumes he/she can help you weed out those ‘exaggerated’ resumes and truly decipher the technical aptitude of a potential employee.
It doesn’t matter what job you are hiring for but remember the benefits of a pre-employment screening firm. Using this service and the three hiring strategies discussed, reviewing your hiring policies, making sure you are using a reputable employment screening firm, and having a department head look at potential employee’s resumes, will help your company save valuable time and money!
Offices often have to deal with disgruntled employees or employees who are living a double life. Unfortunately, every once in a while a disgruntled employee or an employee with unknown or hidden background will actually be hired. The new era of social media and interaction on the Internet has magnified the severity of the outbursts from disgruntled employees and can affect an office atmosphere. The line has to be drawn when such behavior disturbs office productivity and causes tension between employees. The examples included below are from real-life employees who were outed and caught on social networking sites. It stresses the importance of a criminal background check and pre employment screening on every potential employee!
1. Buckingham Palace Guardsman Cameron Reilly isn’t Kate Middleton’s biggest fan and was quickly fired after his Facebook post leaked through to the entire public. He posted: “Hur and william drove past me on Friday n all a got was a wave while she looked the opposite way from me, stupid stuck up cow am I not good enough for them!” With open comments like the one above, is not hard to imagine what happened next.
2. After tweeting jokes about the disaster in Japan, Gilbert Gottfried was fired from his job as the Aflac duck voice. Although the jokes were from his Twitter account, Japan notified the company and they quickly released him as they deal with 75% of Japan’s business and tried to respect the devastation occurring in the country.
3. A burlesque dancer who went by the name Professor Shimmy had her identity revealed over some performances posted on You Tube and was fired from her job for her after-hour activities. According to new reports, she was an associate professor at John F. Kennedy University and the University was not impressed with her burlesque hobby believing it would hinder her credibility as a professor. In March, she sued the university over firing her.
4. In a place where smoking is banned on campus, the last person you’d expect to break the rules would be the school principal. However, that was just what happened when the Principal of Central High School in Providence, Rhode Island, decided to smoke on campus. A student snapped a shot of her smoking and posted it to his Web site. He then proceeded to pass out flyers all around campus urging other students to visit his site and view the picture. Little did he know that by doing this he’d be granted several days off from school (what a punishment)! Once the local news caught wind of what happened, the student’s suspension was stopped.
Many and most employees seem to be honest, upstanding citizens but their personal lives and activities can speak more about them than anything else. Discover what your employees are doing in their spare time and from now on hire only potential employees with clean records.