Tools To Weed Out Bogus Academic Credentials
you’re a hiring manager or human resources professional,
chances are you review applications and resumes from people who
want to work for your organization or who want to be promoted.
Some applicants may list credentials — like a bachelor’s,
master’s, or doctoral degree, or a professional certification
— that sound credible, but in fact, were not earned through
a legitimate course of study at an accredited institution. Federal
officials caution that some people are buying phony credentials
from “diploma mills” — companies that sell “degrees”
or certificates on the Internet without requiring the buyer to
do anything more than pay a fee. Most diploma mills charge a flat
fee, require little course work, if any, and award a degree based
solely on “work or life experience.” According to
officials from the Federal Trade Commission (FTC), the Department
of Education, and the Office of Personnel Management (OPM) bogus
credentials can compromise your credibility — and your organization’s.
You could place an unqualified person in a position of responsibility,
leaving your organization liable if the employee’s actions
harm someone. You could hire a person who is dishonest in other
ways, exposing your organization and colleagues to potential damage.
And if the bogus degrees are brought to light, you risk embarrassment.
The agencies have teamed up, putting new tools in place to help
you weed out bogus academic credentials and insure the integrity
of your hiring process.
More Information Go To: http://www.ftc.gov/bcp/conline/pubs/buspubs/diplomamills.shtm
the W/MBE Opportunity: A Formula for Growing Market Share
of the challenges companies face in establishing W/MBE strategies
within the context of their business is that 1) there are a wide
range of W/MBE opportunities and 2)W/MBE opportunities are not
defined by specific products and services—but by the ownership
structure of the business entity that provides the product or
the relevance and significance of this channel to your business
requires careful consideration of the primary “targets”
that define the overall W/MBE opportunity within the overall U.S.
economy. W/MBE “set aside” programs exist within the
U.S. Federal Government, within 27 states, and in hundreds of
municipal, county, and regional governments. W/MBE “vendor
diversity” programs exist within 25% of the Fortune 500
and in thousands of other private enterprises. Altogether, W/MBEs
represent up to 7% of U.S. business receipts and are growing at
twice the rate of the U.S. economy.
represent up to 7% of U.S. business receipts and are growing at
twice the rate of the U.S. economy”
Diversity programs suffer from a misconception: that they are
a form of “corporate charity,” designed to help disadvantaged
persons and businesses get a leg up in the marketplace. This is
far from the truth. In fact, while Supplier Diversity programs
make good public relations, the policies are designed to capitalize
on an expanding pool of consumers. For regulated companies or
those that do business with the government, political pressure
demands a focus on diversity. For companies that focus on the
private sector, especially in consumer products, Supplier Diversity
programs are a marketplace expectation; large companies without
a such a program may well be at a disadvantage.
More Information and to Download the Full Report Go To: http://www.franklynn.com/marketing/
Employers, Vendors Must Share Responsibility
you think it’s OK to forgo background checks on the overnight
cleaning crew or that contract IT guy from the company’s
software vendor, think again. Companies increasingly are hiring
more temporary, contingent or short-term employees. Screening
experts say HR departments need to be just as diligent in ensuring
that the backgrounds of those employees are vetted as thoroughly
as those of full-time employees. A recent benchmarking survey
conducted by screening company HireRight found that while 77%
of organizations said they screen all permanent hires, fewer than
half (45%) screen temporary labor. Just 30% screen contractors,
and only 11 percent screen vendor employees. Some experts contend
that there may be even more reason to be concerned about the background
of part-time or contingent workers than full-time employees. For
example, Todd Owens, Intelius Inc said, industry statistics show
that temporary workers are more than 50% more likely than full-time
workers to have a felony or drug-related record.
“statistics show that temporary
workers are more than 50% more likely than full-time workers to
have a felony or drug-related record.”
are more transient workers and it is very well known that for
criminals with a tainted past, often the best way to get back
into the workforce is to take a temporary assignment through a
temporary organization or as an independent contractor,”
he said. That means that companies should develop a companywide
policy for extended workforce screening. “If [temporary
employees] cause a hostile workplace, hurt a member of the public
or attack a co-worker, arguably employers are just as liable as
they would be if this were a full-time, regular employee,”
said Les Rosen.
More Information Go To: http://www.shrm.org/ema/library_published/nonIC/CMS_024438.asp#TopOfPage
Threat From U.S. Extremists May Be Greater Than From Foreign Terrorists
it comes to fears about a terrorist attack, people in the U.S.
usually focus on Osama bin Laden and foreign-based radical groups.
Yet researchers say domestic extremists who commit violence in
the name of their cause – abortion or the environment, for
example – account for most of the damage from such incidents
in this country. These homegrown groups are seven times more likely
than overseas groups to commit some kind of violence in the United
States, a panel reported
homegrown groups are seven times more likely than overseas groups
to commit some kind of violence in the United States”
at the annual meeting of the American Association for the Advancement
of Science. Kelly R. Damphousse, University of Oklahoma noted
that researchers have compiled an international Terrorism Knowledge
Base – www.tkb.org – listing incidents around the
world. The section on the United States lists such organizations
as Animal Liberation Front, Environmental Liberation Front, Anti-Castro
Cubans and the Black Revolutionary Assault Team among others.
More Information Go To: http://www.signonsandiego.com/news/nation/20080217-1124-domesticextremists.html
States: Spring Rush For Fiscal Year 2009 H-1B Is Approaching
Fiscal Year begins on October 1st and 65,000 + 20,000 H-1B visa
numbers become available on October 1 each year. However, due
to the high demand for H-1B visa numbers, the United States Citizenship
and Immigration Services (USCIS) now accepts employers’
H-1B applications starting April 1st . Last April, the USCIS received
130,000 H-1B applications for the 65,000 slots on the first date
of the Fiscal Year. In other words, all of 65,000 H-1B visa numbers
(except for those reserved for nationals of Singapore and Chile)
disappeared on DAY ONE of the application period. As of today,
the USCIS has not published new policy directives with respect
to this year’s H-1B filing. Under the same filing system,
it is expected that this year the H-1B competition may be as fierce
as, if not worse than, the last year.
you are a US employer wishing to employ an eligible foreign professional
worker in the H-1B visa category, and if it is not a cap exempt
organization, it is essential that an H-1B petition be filed with
the USCIS on April 1, and no later than April 1. (Otherwise, the
next chance to submit an H-1B petition for the individual may
not be until April 1, 2009 for H-1B employment starting October
More Information Go To: http://www.mondaq.com/article.asp?articleid=57444&email_access=on
Month’s Challenge is sponsored by:
2008-2009 Background Screening Industry Buyers Guide
Click Here For More Information on the Buyers Guide
As the background
screening industry continues to get more competitive the firms
that will ultimately succeed will be those that create competitive
advantage through their people by offering continuous learning
opportunities to heightened their knowledge and capabilities.
We believe that having employees that are very knowledgeable about
the legal landscape of background screening is essential to continued
We are grateful
to Pam Devata, Seyfarth
Shaw LLP for providing the expertise for this valuable
endeavor. For information regarding the answers to the Legal Challenge
Questions, please contact Pamela Devata at Seyfarth Shaw LLP at
or 312-460-5000 or visit www.seyfarth.com.
your answer by clicking on it:
Offers Businesses Comprehensive Risk Prevention
Background Data (NBD), LLC, the leading provider of criminal history
database information announces CrimWATCH, a post-hire criminal
screening solution. CrimWATCH regularly scans nationwide criminal
databases and notifies organizations when criminal records are
found for active employees. By monitoring employees’ post-hire
criminal activities, CrimWATCH enhances risk prevention measures
which help minimize workplace crimes, create a safer work environment,
and improve business performance. Crime in the workplace can endanger
employees and cause business performance issues such as legal
liability, turnover, financial loss, and unfavorable publicity.
The United States Chamber of Commerce reports that $50 billion
are lost annually due to employee theft and fraud. And, the Bureau
of Labor Statistics reports that on average 1.7 million violent
victimizations were committed per year against people at work
or on duty. Pre-employment criminal background screening is one
preventative measure organizations use to avoid losses such as
these. While pre-employment screening can serve as an effective
tool, this practice falls short on identifying criminal misconduct
of employees after they are hired. CrimWATCH alleviates this shortcoming
by providing on-going post-hire screening that monitors current
employees for criminal behavior.
More Information Go to: www.NationalBackgroundData.com
or contact Bill Bollinger at wjb@NationalBackgroundData.com
or (866) 234-4455
Background, Inc. Announces Record Breaking Growth
Background, Inc., a leader in the background screening industry,
recently announced that nationwide sales continue to exceed expectations;
2007 numbers show sales increased by over 150% from 2006. The
company has also already experienced record-breaking sales in
January 2008, generating more new clients in the single month,
surpassing the entire first quarter of 2007. Vice President of
Sales & Marketing Aaron Charbonnet commented that, True to
form, we are beginning 2008 at an amazing, almost unbelievable
pace showing nearly a 300% increase in closed sales over the same
period last year.”
more information about Accurate Background, Inc. and its products,
call (800) 784-3911 or visit the Company's web site at www.accuratebackground.com.
the use of an online system too difficult for
your clients to use?
background screening software is so easy
to use that your clients will actually enjoy
your current applicant screening system is so
cumbersome it discourages end-users from using
it, you owe it to yourself to choose a system
your customers will actually use. Imagine receiving
more orders and saving your processors valuable
time by getting your clients to enter the orders
and powerful, InstaScreen™ is intuitive,
easy to use, and flexible to accommodate your
clients specialized needs.
(801) 572-7401 or visit www.tazworks.net
and demo our easy-to-use technology first hand.
Testing Systems, Inc. Integrates Background Screening Services
With Taleo’s Industry Leading Talent Management Platform
Testing Systems, Inc., the leading provider of pre-employment
screening services, announced today that it has entered into an
alliance with Taleo (NASDAQ: TLEO), the leading provider of talent
management solutions. Under the terms of the agreement, Sterling’s
background screening services will be integrated with Taleo’s
leading on demand recruiting solution, Taleo Enterprise Edition.
Sterling’s certified integration with Taleo Enterprise Edition
7.5 will allow customers to quickly and more efficiently initiate
background screens from the Taleo talent management platform.
With this integration, applicant data can be securely and automatically
transferred to Sterling, eliminating the need for faxing or redundant
data entry. The result is a more efficient, accurate and timely
screening and on-boarding process.
More Information Go To: http://www.sterlingtesting.com/News/Press.aspx?prId=50
Anyone Care or Even Notice If You Went Out of Business?
would your company fare in the harsh glare of self-examination?
Do you provide such a unique product or service that customers
would be saddened to see you go?
· Have you forged an emotional connection with your customers
that another company couldn't duplicate?
· Could your employees find an employer that treated them
as well as your company?
Po!nt: "How does your company rank?" asks Moore.
"Can you answer YES with conviction? Or, do you have to concede
by answering NO?" If the latter, it's time to work on drumming
Source: John Moore, Brand Autopsy, http://www.brandautopsy.com/
John can be reached at firstname.lastname@example.org
BACKGROUND SCREENING INDUSTRY BUYERS GUIDE
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A Part Of History And Join Us In the First Background Screening
Industry’s Buyers Guide!
business cannot afford to miss this unique opportunity to
promote your business to thousands of human resource managers.
Don’t miss this chance to showcase your firm in our
Buyers Guide that will serve as a reference tool for the
background screening industry throughout the year.
Let Your Competitors Get Business That Could Have Been Yours.
Guide is going to debut at the 2008 SHRM Annual Conference
to showcase background screening industry firms at the premier
event that is attended by more than 20,0000 human resource
professionals. We will also distribute the Gude at other
HR and Security conferences as well as thru mailings.
Reserve Your Space Today Click
Here or contact Barry Nixon at email@example.com
THEFT AND DATA PROTECTION
employee deletes 7-years worth of architectural drawings
As businesses worry about natural disasters and act of terrorism,
they should also be mindful, and prepared for, spiteful, angry,
and vengeful employees. Marie Cooley of Jacksonville, Florida,
came across a job announcement in the classified section of a
local paper -- a job which looked like hers. She admits she was
certain she was about to be fired. So police say that late Sunday
night she crept into the Mandarin office where she worked at Steven
E. Hutchins Architects. "She decided to go and mess up everything
for everybody," said Jacksonville Sheriff's Office spokesman
Ken Jefferson. Jefferson says Cooley accessed the company's server
with her own account, and with a handful of mouse clicks and keystrokes
she deleted seven years' worth of architectural drawings. Seven
years of work were gone in but a few seconds. The company put
the value of the deleted files at $2.5 million.
More Information Go To: http://hsdailywire.com/single.php?id=5419
You Protected Against Misconduct By Your Network Administrator?
everyone's worst nightmare: You arrive at the office on a Monday
morning, and your network administrator has vanished. Maybe she
took off for Tahiti, got hit by a bus, or got a better offer.
Worse yet, maybe he was not managing at a level that was expected
of him, and walked off in a huff when called to the carpet. No
one wants to believe that, upon leaving, a network administrator
would ever do anything to negatively impact your firm. Far too
many firms reject the notion of a written employment agreement,
arguing that they never had one in the past, and nothing bad has
happened. "It won't happen to us." At some time in the
life cycle of every firm you will replace your network administrator
— whether due to performance issues, retirement, illness,
or other unforeseen circumstances. And keep in mind that your
network administrator maintains the "keys to the kingdom."
Your network is the heart of your legal organization — it
contains essential data about your firm and your clients. Anticipate
these departures with adequate planning and procedures. In fact,
your organization should have departure protocols in place for
every key IT staff member — as well as outside consultants
and programmers. Here are tips on how to protect your firm:
More Information Go To:
ID Theft Spreading The Pain
patient data can threaten lives, ruin credit and assault health
insurers with bogus claims
Possibly the fastest-growing
and least-understood form of identity theft: medical identity
theft. Up to 500,000 Americans have been victimized and may not
know it, says the World Privacy Forum, which published the definitive
review of the subject in 2006.
to 500,000 Americans have been victimized and may not know it”
Individuals made nearly
19,500 complaints of medical ID theft with the Federal Trade Commission
from January 1992 to April 2006. “We’re seeing a larger
volume of theft reports, and those reports are coming in more
frequently,” says Byron Hollis, national anti-fraud director
for the Blue Cross Blue Shield Association, which represents the
39 Blue Cross Blue Shield health plans.
For More Information
Go To: http://www.insurancefraud.org/fraudFocus.htm
Reminder for New York Employers: Focus on Employee Privacy and
Identity theft has
become one of the fastest growing crimes in America. To combat
identity theft, many state legislatures have been enacting legislation
focused on privacy and data security of personal information.
The New York legislature has been in the forefront in this effort.
The scope of state legislation impacts all New York businesses
in their capacity as employers, among others. The privacy and
data security laws enacted in New York in the past few years prescribe
the manner in which New York business must handle personal information,
including employee information. We summarize three (3) enactments
that all New York employers should know and comply with: Social
Security Number Protection, Data Destruction and Data Breach Notification.
Compliance with these requirements involves various levels of
management and legal counsel. Multi-state employers may have to
address separate laws in different jurisdictions. These issues,
with their potential for class action claims, negative publicity
and significant liability, should be at the top of any chief executive's
corporate compliance agenda.
For More Information
Go To: http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1293
of Certified Fraud Examiners
average organization loses more than $9 a day per employee
to fraud and abuse.
The average organization loses about 6% of its total
annual revenue to fraud and abuse committed by its own employees.
Fraud and abuse costs U.S. organizations more than $400
The median loss per case caused by males is about $185,000;
by females, about $48,000.
- Purpose, Function Committees, Accreditation
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can help you have a high quality e-newsletter to help nurture
your relationship with your clients and attract new clients. Our
customized newsletter service will take over your newsletter task
or create a new one for you. We can manage the creation of your
newsletter for you.
are constantly researching information to use for The Background
Buzz and you can put our research to use for you. Using the
information rich content from The Background Buzz (minus
the ads and competitors information) we will create a custom newsletter
your staff’s time to do more valuable work and save all
the hassle of researching or writing articles, formatting and
managing all the other ezine tasks with our customized ezine process.
Barry Nixon at 949-770-5264 or at firstname.lastname@example.org
for more information.
Place! Many Suppliers!
for the Top Suppliers in the Industry? Need to find a new Supplier?
VENDOR SHOWCASE which features suppliers to the
Background Screening Industry (go to www.PreemploymentDirectory.com,
click on ‘Click Here’ and then scroll down to Vendor
Showcase for Background Screening Industry Suppliers)
Forges Ahead with Development of Global Alliance of Background
Meeting - 33 screening professionals accepted the invitation
of the NAPBS International Committee and met in the UK to discuss
the future of the global background screening and vetting industry.
Bob Capwell, said, “At this point, I hope that everyone
understands there is a need for a global screening alliance not
only in the U.K. and the U.S. but all around the world. It was
great to hear everyone’s opinions, ideas and even oppositions.
We must all come together to establish a common ground of best
practices and start the process of holding our members to a higher
standard within our industry.”
Meeting - 11 screening professionals accepted the invitation
of the NAPBS International Committee and met in Singapore to discuss
the development of an international global screening alliance.
The meeting served as an opportunity for members of the Asia Pacific
Area Countries Sub-Committee to meet one another and other interested
parties. There was a robust dialogue between attendees and all
agreed that creating a global alliance of screening firms was
a very positive development.
Drug and Alcohol Policies vs. Human Rights: The Latest Chapter
in Alberta have been in constant friction with human rights legislation
ever since drug and alcohol testing was implemented. Under the
Occupational Health and Safety Act, employers have a duty to ensure
the health and safety of workers. To minimise harm caused by impairment
at the worksite, owners and contractors in Alberta, particularly
in the oil sands, have been incorporating drug and alcohol policies
into their safety programs. While it is a laudable goal to have
a safe worksite, owners and contractors have faced numerous legal
challenges to drug and alcohol policies brought pursuant to the
Human Rights, Citizenship and Multiculturism Act. The December
28, 2007 decision of the Alberta Court of Appeal in Alberta (Human
Rights and Citizenship Commission) v. Kellogg Root & Brown
(Canada) Company1 is the latest chapter in understanding the fine
balance between drug and alcohol policies and human rights. The
Court of Appeal stated that there was no evidence that Mr. Chiasson
was addicted to marijuana or that his termination by KBR was based
on a perception that he was addicted to marijuana. Given these
findings, the Court of Appeal determined that the KBR policy could
only be discriminatory if the effect of it was that anyone testing
positive was perceived as addicted and therefore disabled. As
to the purpose of the KBR policy, the Court of Appeal said:
For More Information
Go To: http://www.mondaq.com/article.asp?articleid=57236&email_access=on
United States and European Union Negotiating Personal-Data
United States and the European Union (EU) are negotiating
a personal-data sharing treaty to make it easier to share
such information across borders. A “high-level contact
group”—composed of senior officials who hold
the rank of at least assistant secretary—to reach
a formal agreement on cross-border data sharing, DHS Chief
Privacy Officer Hugo Teufel told the Institute for Defense
and Government Advancement. The discussions are to facilitate
a “smoother process” for the sharing of that
data, he said, adding, “There’s going to be
a treaty.” Because more information will be flowing
across EU and U.S. borders, “we will have to find
ways to harmonize and work together,” Teufel said.
more information will be flowing across EU and U.S. borders,
“we will have to find ways to harmonize and work together”
treaty will have to work out the different approaches to
personal-data management that Europeans and Americans have,
Teufel said. The Europeans have a more comprehensive approach,
encompassing government and private enterprise, he noted,
while the American approach is usually more pragmatic, more
targeted, more ad hoc and more specific to particular areas.
But while the Europeans’ approach is different, “they
aren’t any better than the Americans” when it
comes to managing personal data and privacy issues, Teufel
For More Information go To: http://www.shrm.org/global/news_p
To Prepare Employee Database To Counter Attrition
Facing huge productive manpower crunch in a labour-intensive industry,
BPO companies are now pinning their hope on the education system
which could produce productive manpower. Nevertheless, considering
the fact that attrition in the industry has been worsening and
hitting the sector adversely, key players have chalked out a plan
to get the background investigations done of all employees and
thereby creating a data bank for reference for the employers.
Giving details of the initiative, Business Process Industry Association
of India (BPIAI) president Samir Chopra said that they are going
to hire an investigation’s company to carry out this task.
"It’s unacceptable to the industry that people who
join companies desert them within few weeks. Then the companies,
which have invested so much into the training, lose the man and
also the investment for no fault of theirs. We intend to stop
this by initiating this step," Chopra added.
More Information Go To: http://www.Timesofindia.indiatimes.com/Business/India_Business/
Fined Under Data Protection Act
London law firms must pay £815 each after the Information
Commissioner sued them for not fulfilling their duties under the
Data Protection Act. The firms had failed to register as processors
of personal information. The Data Protection Act (DPA) demands
that organisations who deal with personal information must register
with the Information Commissioner's Office (ICO). Grier Olubi
of Adejobi Solicitors and Robert Bentley of Bentley's Solicitors
were fined £300 each and ordered to pay £500 in costs
and a victims' surcharge of £15 by Stratford Magistrates'
Court. The ICO said it had told both the lawyers a number of times
that they must register, but that the warnings were ignored.
More Information Go To: http://www.theregister.co.uk/2008/02/22/lawyers_fined_4_data_breach/
Kingdom: Top Data Protection Issues For HR Managers
the days when data protection was just to do with maintaining
employee confidentiality and updating contact details from time
to time. As busy HR managers are finding, employees now have a
much better awareness of their rights (though not necessarily
their responsibilities): they have the right to know what information
is being processed about them and why, they have the right of
access to most of that information and they have the right to
expect it to be held securely and not passed on to others who
have no legitimate right to see it. Employees also need to understand
their responsibilities towards other "data subjects"
(ie., those whose personal information is processed by the employer),
so as to ensure that they do not (unwittingly or otherwise) trample
on those other people’s rights. The following checklist
is meant to provide a practical guide to the key data protection
issues facing HR managers on a daily basis, and covers the following
four areas: Recruitment; Employee Monitoring; Disputes; and Overseas
data transfers and business disposals.
further information, visit:
www.crb.gov.uk (Criminal Records
Workplace Survey Shows Honesty Is The Best Policy
international workplace survey by Kelly Services, one of the UK’s
leading recruitment agencies, has revealed the UK is one of the
most honest nations when it comes to the job seeking process.
Only 8% of the UK admit to being untruthful on their CV or in
an interview situation. The most common lies were revealed to
be inflating previous salaries and omitting negative details from
past employment. Crossing the gender divide, the results reveal
UK women are marginally more honest than men, with only 1.8% of
females omitting negative details from past employment and 3%
inflating their salary. Of the men surveyed, 3% omitted negative
details from their past and 3.3% inflated their salary. “Telling
a deliberate untruth on your CV or in an interview situation is
illegal and counter productive,” according to Steve Girdler,
Director of Marketing for Kelly Services, “ as subsequent
checks by an employer will reveal the truth and result in the
candidate going no further. Even worse, you could end up facing
disciplinary action should an untruth on your CV be uncovered
once you get the job.
More Information Go To: http://www.kellyservices.co.uk/res/content/uk/services/en/docs/honesty_press_release.doc
10 Overseas Security Trends for the U.S. Private Sector in 2007
of trade secrets, cyber attacks, insider threats, “home-grown”
political radicalism, terrorism and political conflict were among
the top security challenges of 2007 confronting U.S. businesses,
nongovernmental organizations and academic institutions operating
overseas, according to a year-end analysis of trends reported
during the past year by the Overseas Security Advisory Council
(OSAC). “These growing threats are among the many consequences
— some good, and some bad — of increased globalization,”
said Todd Brown, a Special Agent with the Department of State’s
Bureau of Diplomatic Security and Executive Director of OSAC.
“As an increasing number of U.S. businesses, academic institutions,
and nonprofits expand the scope of their international operations,
they must learn to safeguard their facilities and personnel by
incorporating security and risk management into their core business
practices,” he said. Brown added, “Those U.S. entities
that take proactive security postures, manage their risks, and
develop an internal culture of resiliency often are better able
to survive and even thrive in riskier environments or in the aftermath
More Information Go To: https://www.osac.gov/Reports/report.cfm?contentID=77971
have greatly enhanced our International Resource Center to be
a valuable resource for anyone looking for information on doing
international background verifications, vetting or verifications.
It includes information on international data protection and other
laws, terrorist searches and much more. Also included is very
practical information on time zones, locating cities, holidays
in different countries, etc.
United Kingdom’s Financial Services and Markets Act 2000
- The Fit and Proper test for Approved Persons
International Training Resources
We have added International Training Resources to the International
Resource Center. We will update this section as we identify new
training and educational opportunities.
this valuable resource so you can use it over and over.
view the International Section go to www.PreemploymentDirectory.com
and look under the gray line like below in the middle of the page:
Manpower Employment Outlook Survey Reveals Strong Hiring Outlook
for the First Quarter of 2008 in India, France, Italy and Netherlands;
Slight Softening Trend in the U.S.
Manpower Employment Outlook Survey released today revealed that
employer optimism in the global labor market is varied, with employers
in 16 of 27 countries and territories indicating softer hiring
plans compared to one year ago, but improved job prospects quarter-over-quarter
in 12 countries and territories. In the U.S., the outlook is relatively
stable from the fourth quarter, but slightly softer than one year
ago, reflecting the economic concerns that continue to weigh on
the minds of employers. German and Indian employers anticipate
a continued positive hiring pace, although slightly slower than
three months ago.
strongest first quarter hiring prospects reported globally were
in Peru, Singapore, India, Argentina, Costa Rica, Hong Kong, South
Africa, Australia, Japan and Norway. Meanwhile, Irish employers
reported the weakest hiring plans globally. The quarterly survey
by Manpower Inc. is the world's most extensive forward-looking
employment survey, with interviews of nearly 52,000 employers
worldwide. All reports are based on seasonally adjusted data,
More Information Go To: http://investor.right.com/ireye/ir_site.zhtml?ticker=**RHT&script=410&layout=0&item_id=1085993
BOARD DEDICATED TO THE BACKGROUND SCREENING INDUSTRY
great jobs on www.BackGroundScreeningJobs.com
CO, United States
Regional Sales Representative
Pines, NC, United States
Louis, Missouri, United States
to apply or learn more about these industry opportunities.
UPCOMING CONFERENCES & EVENTS
2008 Events (Click
Here to View full list of 2008 Events)