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Avoiding Resume Fraud & Negligent Hiring: New HRCI Approved Webinar From AccuScreen on August 9th

August 5, 2012 by  
Filed under Blog, Press Releases, Webinars

CEO of employee screening services company, Kevin Connell, will present a complimentary webinar August 9, 2012 on avoiding resume fraud and negligent hiring by conducting comprehensive employee background checks.

Tampa, FL – In the current economic climate, business owners must be more vigilant than ever in their pre-employment screening practices. It’s an unfortunate truth that in such a competitive job market, the rate of resume fraud has climbed exponentially. With these concerns in mind, Kevin Connell, CEO and Founder of, a provider of employee screening services, will present a complimentary webinar titled, “Resume Fraud and Negligent Hiring Prevention Strategies with EEOC Compliance Best Practices” on August 9th, 2012 at 11:00am EST. The presentation is pre-approved for credit by the Human Resources Certification Institute (HRCI) and will also touch on new enforcement guidelines put in place by the Equal Employment Opportunity Commission (EEOC) and what employers should do now to re-examine their new employee background check policies and practices.

“Every business, large or small, wants to hire the right people. Our goal is to ensure that recruiters, hiring managers and HR specialists have all the necessary tools and information to make informed decisions about their potential employees, said Kevin Connell, CEO and Founder of (

In his nearly 20 years of experience in the employment background screening field Connell has seen major changes in the hiring process and has collected a wealth of best practices, tips and insider secrets to gathering pertinent information about potential new employees. His presentation will show attendees the pitfalls of failing to complete a thorough pre-employment screening through a reliable employment screening service, and how to verify the authenticity of collected information while disclosing the full process to every applicant, including what resources the company plans to check.

“The importance of thorough employment screening can’t be overstated. This presentation will guide you through the steps necessary to collect, assess and effectively utilize background check information to hire the employees that will add the most value to your organization,” Connell said.

In addition to discussing standard employment background and screening techniques, such as a thorough employment criminal background check, and how HR professionals can avoid the risks associated with negligent hiring, Connell will also shed light on the types of resume fraud most common in today’s business environment and discuss the shocking cost of Employee Theft.

Those interested in attending this complimentary webinar can register online at:

About Kevin Connell:

Kevin G. Connell is a renowned professional background screening expert. He is recognized for his expertise on employment background screening, criminal record checks, workplace fraud, embezzlement, employee theft, resume fraud and negligent hiring in the workplace. Connell has spoken at numerous business, security & human resources conferences, including twice providing testimony before the Florida Supreme Court. He is widely quoted, has had several articles published in magazines, has been featured on television, including ABC-TV “Money Matters”, the Fox News Channel and has been interviewed on more than 137 live talk radio programs. Connell is a former founding Director of the National Association of Professional Background Screeners (NAPBS).

About AccuScreen:

Since 1994,, ( has been an industry pioneer, leader and expert in employment background screening, specializing in criminal background checks. Its reports are delivered to companies across the world from instant to 72 hours.

Media Contact:

Sue Marriott
410 S. Ware Blvd. Suite 607
Tampa, FL 33619
1.800.689.2228 ext # 1100

Employee Embezzlement: Whose Hand is in Your Cookie Jar?

June 17, 2011 by  
Filed under Blog, Recent News

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!

Weed Out The Weiners: Kevin Connell, AccuScreen Employment Screening Expert, To Give Best Practices

June 13, 2011 by  
Filed under Blog, Press Releases, Recent News

Join CEO of employment screening company, 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 (

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. is pleased to be an approved provider by HRCI.

How to Keep Your Employees From Becoming Millionaires At Your Expense

April 11, 2011 by  
Filed under Blog

What is considered the “aspiring millionaire employee?”

An “aspiring millionaire employee” is a type of employee that is looking to gain some easy money through lawsuits against his/her employer. An employee like this may even have a history of suing employers to support lofty ambitions of wealth!

Pre-employment background checks are one of the best ways to prevent and avoid hiring unethical employees. Companies should be prepared to conduct pre-employment background checks on all prospective employees before they consider permanent hiring. In a short interview, either on the phone or in personal, it is practically impossible for employers to readily identify unethical applicants. To ensure you have covered your bases, it is a smart idea to conduct pre-employment screening on all potential candidates.

You are best to entrust pre-employment screening to professionals who are equip with the resources to quickly deliver an accurate and current employment background report. Employee screening firms such as offers pre-employment screening and other research services to aid companies in the important decision of employee hiring in a timely manner.

Modus operandi of “gold digging” employees

“Gold digging” employees use three common ways or strategies of attempting to gain money from a business. These include lawsuits involving worker’s compensation, sexual harassment and discrimination.

Fraudulent worker’s compensation claims can become a major problem for employers in several ways. Most importantly, when an employer is sued under Worker’s Compensation, the company’s future Worker’s Compensation insurance rates will increase. This is a huge, unnecessary expense for companies. Other issues include the expense of finding temporary replacement for the “injured” employee. If a company chooses to use a staffing agency they have to be prepared for a 50% increase compared to what a regular employee would earn. In other words, if an employee normally makes $25.00 per hour, a company would have to pay a staffing agency $37.50 per hour. Apart from losing an employee, companies do not need this added expense!

False claims of sexual harassment can be a trying experience for any company and its employees. In this situation, you will be dealing with at least two employees – the alleged victim and the alleged harasser. Regardless of the outcome, the morale of fellow employees at the company will most certainly be affected. This can lead to reduced profits and loss of good employees.

Discrimination lawsuits often occur when a poor employee is on the way out due to bad performances or other issues. In retaliation, he/she will bring forth a claim of discrimination. The “aspiring millionaire employee” will claim protection under one of the Protected Classes in an attempt to save their job. The following are considered Protected Classes and persons cannot be discriminated against based on these characteristics: race, religion or sect, color, national origin, age, sex or gender, familial status, sexual orientation, disability status, veteran status, political affiliation, and genetic information. Considering the wide span of this group, many bad employees can fit into at least one of these categories. It is important to realize and remember that employees heading out of the company will often file outrageous claims. They probably do not even have real intentions to follow the case the entire way through. Instead, they usually hope to settle and, in the end, the employer pays the price of these false accusations.

How an Employment Background Screening Firm can help save you money!

An employment background-screening firm can assist you by providing accurate and current information on prospective employees. An employer who is armed with this type of information can make sound and appropriate hiring decision to help avoid unnecessary expenses such as raised worker’s compensation rates, legal fees and extra staffing expenses.

Employment Screening- Can it Help You Avoid Hiring A Lousy Employee?

March 29, 2011 by  
Filed under Blog

Employment Screening
Hiring lousy employees can be one of the most significant mistake an employer can ever do. This can place the company’s name and reputation at risk and put the your life and those of your other employees in danger.

There are many things you can do to avoid having bad employees get into your company. But possibly the most effective one is by conducting an intensive employment background search. A background check will be able to provide information regarding an applicant’s personal data, criminal records, driving records, medical records, educational background, employment history, military records, licenses, character references and many others.

This not only helps you steer clear of people who have undergone resume falsification by confirming the information mentioned in the resume, but more importantly this helps you avoid employees who had been involved in cases like fraud, stealing, sexual abuse or violent behavior.

Consider hiring a person whom did not know has a historical past of violent behavior. One day you find out about it after he physically injured one of your customers. This customer then sues your company and affects your company’s reputation negatively. An employment background search will help youprevent such scenarios.

Another way you can avoid bad employees is by doing some investigations on your own. For one, you can contact the applicant’s previous employers so you will get to know the kind of overall performance he had for his previous employer. Just be careful of false references who are people paid to pretend as employer references.

You can also conserve yourself from all the problems that a bad employee may inflict by having an employee in the applicants’ waiting room pose as a fellow applicant. This employee will say unfavorable things about the employer or say things like, “I really don’t plan to stay long in this company.” How the applicantsreact and comments will give you an idea on the kind of employee they will be when they get into your company.

Your Worker’s Compensation Maybe Discontinued After Racing

March 17, 2011 by  
Filed under Blog, Recent News

One of the most popular types of fraud is the worker’s compensation fraud that costs Americans $5 billion dollars a year. Employees and employers can commit worker’s compensation fraud when they misrepresent facts to gain personal benefits that they are not legally entitled to or when they withhold awarding rightly owned benefits to employees.

Our latest case is about Emily Hegner, who was a 34 year old who worked for the Department of Public Health. Hegner claimed she injured her lower back, left hip and right wrist while working at Laguna Honda Hospital. She was getting workers compensation benefits from the city, for these injuries she sustained.

Between July 2007 and September 2010, Hegner reported pain and difficulty walking during her medical evaluations and treatments, and claimed she needed to use a cane and wrist splint, according to the district attorney’s office.

However when she was receiving benefits, Hegner was able to run a challenging 7 mile part of a marathon. Then six days later she went to her physician using a cane and requesting a handicap placard, she failed to disclose that she had run in a race, according to the district attorney’s office.

Her story and lies started to unravel and she now faces 10 felony charges: five counts of workers’ compensation insurance fraud, one count of preparing false documents, three counts of insurance fraud, and one count of grand theft, prosecutors said.

The charges carry a potential maximum sentence of nine years and eight months in state prison, plus payment of restitution.

Find out what you need to know about a new employee’s past workers compensation claims! Be prepared with workers compensation knowledge before any problems occur! Do an employment screening on all of your employees. Don’t risk not knowing about a new employees past workers compensation claims!

Where Did Your Applicant Get Their Degree From? It Does Matter…

March 9, 2011 by  
Filed under Blog, Recent News

According to a 2011 report, the U.S. has the most diploma mills in the world. This year there has been a 20% increase in known diploma mills in the US, with the number rising from 810 to 1,008. High school diploma mills are of particular concern in the United States and appear to be a growing segment in this unscrupulous market as well.

What is a fake diploma?

Fake diplomas come from “diploma mills”. Webster’s Third New International Dictionary defines a diploma mill as, “An institution of higher education operating without supervision of a state or professional agency and granting diplomas which are either fraudulent or, because of the lack of proper standards, worthless.”

Identifying a fake diploma

The reality is that 43% of job applicants lie on their resume′ in one form or another. One of the biggest lies on a resume or job application is a fake education. This can be presented by false claims of graduating from a school by supplying fake diplomas from diploma mills. Regardless of the how the fake education is presented, it is fraudulent and should be of great concern to employers.

The best way to stop this type of unethical behavior by applicants is to conduct an employment background screening prior to hire. Hiring a pre-employment firm will help uncover and identify fake degrees and bogus claims of an education. They have the resources, experience and skills to verify legitimate schools versus diploma mill degrees.

The market for fake diplomas

Employers need to be aware that the market for fake diplomas is very lucrative and very easy to set up and get away with. Through the ease of the Internet, diploma mills and “phony” diploma companies can provide low cost, good quality diplomas. Even if the government steps in to stop them, they are up and running on the Internet the very next day. Unethical job applicants are more than happy to take full advantage of the ease of obtaining a diploma through a diploma mill or a “novelty diploma” company. These companies make it very easy to get a fake education and diploma for a relatively low price. Some fake “schools” and novelty companies can provide bogus transcripts for an extra fee.

Why employees use fake diplomas

Employees use fake degrees because it is easy and the job market can be very competitive. Even a position does not require a degree, a fake degree will be used to “get a leg up” on the competition.

Examples of diploma mills

There is no shortage of diploma mills on the Internet. Here are a few stories about fake diplomas being uncovered.

Former senior director at the U.S. Department of Homeland Security Laura Callahan was under investigation for obtaining fake Bachelor’s, master’s and doctorate degrees in computer science from Hamilton University, a now-defunct diploma mill. Her fake credentials led to an 11-month investigation that uncovered multiple fake degrees held by numerous federal officials. Although Callahan did have a legit associate’s degree, she resigned from her position.

Marilee Jones was the dean of admissions at the Massachusetts Institute of Technology, and co-wrote ‘Less Stress, More Success: A New Approach to Guiding Your Teen Through College Admissions and Beyond’ before it emerged that she herself had cheated the admission process in getting a job at MIT in the first place. In 2007, it became public knowledge that she had lied on her CV with fake qualifications when she first joined MIT in 1979 as an entry-level admissions officer.

When she resigned her position with a statement on the college’s website, she wrote: “I misrepresented my academic degrees when I first applied to MIT 28 years ago, and did not have the courage to correct my resume when I applied for my current job or at any time since.” It just goes to show that lying on your CV can catch you up at any time – in this case, nearly 3 decades later.

The consequences of hiring fake graduates

The consequences that can arise out of hiring candidates with fake degrees are financial and physical damages. Employees who receive their degrees from diploma mills are not properly trained. They are more likely to make mistakes on the job that can result in a lawsuit or financial loss for a business. This is in addition to physical harm they can cause fellow employees and the public.

Making sure you avoid the “diploma mill” graduates

What it comes down to is that lazy and lying job applicants will use diploma mills to “earn” their degree. Employers can’t keep job applicants from buying their education, but they can take action to avoid hiring them. By conducting a professional background screening, including an educational records search, many inconsistencies can be discovered and problem employees averted.

Background Checks Demystified in Recent Webinar

February 25, 2011 by  
Filed under Blog, Webinars

In our recent webinar on February 23rd Kevin Connell CEO of AccuScreen and Mike Sankey discuss Google and Employment Background Checks.

Are you Drug Screening? Check out these latest workplace Drug Stats.

February 4, 2011 by  
Filed under Blog, Recent News

Startling report from CNN Money about drug use in the workplace. Do you have a drug policy set in place for all employees? Creating a safe workplace environment is one of our biggest goals at Here are some drug screening guidelines for employers. Also, read below the startling report done by CNN Money.

More workers use heroin on the job than previously thought. Some of them fly planes. A sobering look at some of the latest workplace drug use stats.

By Anne Fisher, contributor

First, the good news, such as it is: The number of Americans using cocaine while at work has declined sharply in the past couple of years, falling 29% between 2008 and 2009 alone, to about .29% of the population.

Now, the more disquieting news: Since the federal government tightened testing requirements last October, drug testing of employees like pilots, airplane mechanics, and train operators has revealed that twice as many employees as previously believed are using heroin and the use of prescription painkillers on the job is soaring.

Oral fluid testing of 320,000 employees from the workforce overall, between January and June 2010, detected the heroin marker 6-acetylmorphine at a rate of 0.04%, a huge increase over the 0.008% that had been found through urine tests. Separately, from the time new federal standards went into effect last October through the end of 2010, the marker showed up in 20% more transportation workers than before.

“It’s still a low incidence rate,” says Dr. Barry Sample, who runs the employer drug testing business at Quest Diagnostics, which based its findings on the results of more than 350,000 random drug tests. “Even so, you don’t want to see anyone in a public safety role test positive.

“We’re also seeing dramatic increases in on-the-job use of prescription opiates like oxycodone and oxymorphone,” sold under the brand names Vicodin and Oxycontin, among others, he says. Results from more than 5.5 million tests showed an 18% jump in opiate positives between 2008 and 2009, and a rise of over 40% since 2005.

Post-accident employee drug tests are four times as likely to show employee use of opiates than pre-employment drug screening (3.7% post-accident versus .78% pre-employment, in the case of hydrocodone), suggesting that the substances have played a role in workplace accidents.

What’s causing workers to come to work impaired?

“Stress in the workplace, which can play a role in increased substance use, has amplified in recent years due to job insecurity and a trend toward working longer hours,” says a report from the federal Substance Abuse and Mental Heath Services Administration.

The agency says that, of the 20.3 million adults in the U.S. classified as having substance use disorders in 2008 — the latest year for which figures are available –15.8 million were employed either full or part-time.

To combat the problem, most employers offer employee assistance programs (EAPs), including drug and alcohol counseling. There’s just one problem: Even employees who want to get help “are often reluctant because of fears that the counseling is not really confidential,” notes Ruth Donahue, a benefits specialist in the Chicago office of human resources consultants The Segal Company.

“That’s a particular concern in safety-sensitive jobs, where people know that even an inkling of a substance-abuse problem is grounds for immediate dismissal,” Donahue says.

The notion that seeking help from an EAP is risky is an unfortunate misperception: EAPs are designed to be truly confidential and are usually managed by outside providers who reveal nothing to employers.

“Even the billing, unlike medical-insurance claims, is completely anonymous,” says Donahue. “Employers need to convince people of that. They’re doing a better job of it recently, but we still have a long way to go.”

Click here for the original article by CNN Money.

Upcoming Webinars

January 4, 2011 by  
Filed under Blog, Recent News

We are excited about the New Year and the webinars we have in store for you. Our goal is to provide you insight and create awareness to all your employment screening needs. Here are our next two upcoming guests.

• This month we will be hosting a webinar with Michele Stuart, Private Investigator for 18 years. She is the Owner of JAG Investigations in Arizona. Michele has made it her business to be one of the leading investigators in the country and is known extensively throughout the investigative community for her ability to find hard to obtain information.

• In February we will be hosting Mike Sankey, founder and CEO of BRB publications.
Which is a background screening publication. BRB’s books and electronic products provide in-depth profiles to over 26,000 government agencies and 3,500 record vendors that maintain, search for or retrieve public records. BRB’s products and directories are known to be kept up-to-date, comprehensive, and affordable. BRB Publications is a past recipient of the Publisher of the Year award from Quality Books and a past winner of a Product Achievement Award from the Information Industry Association.

We will be sure to notify you of these upcoming webinars, when we get closer to the dates. These will be two webinars you will not want to miss.

As a way of giving back to you our clients we host these webinars for you to stay updated and informed. If you have suggestions on topics for a webinar, please email your suggestion to