'Bawo ni,' or 'Kedu' or ‘Sanu’

Many of you know that many years ago I moved to southern California to escape the harsh and cold winters in Boston. If I haven’t told you the story about the divine intervention that led me to CA the next time I see you I will gladly buy you a beer or coffee to share my tale with you. Knowing that my goal was to escape the cold weather you can only imagine how shocked I was on Tuesday, February 17th when I opened my garage door and the driveway and car were covered in what I thought was snow. Having moved to California to escape these white flakes you can imagine the chill that ran through me. As it turns out, it was small hail, however, it had literally covered the ground with a white layer reminiscent of snow. Despite this temporary shock to my system I am now turning my sites on spring which I hope will be here soon.

I thought you would be interested in knowing that we are about to launch a new Background Screening Industry Survey to identify the type of challenges that business are facing with background screening, gauge their level of satisfaction with background screening services and the innovations that they would like to see in background screening practices. Along with the distribution of the survey to HR Managers we have created a unique marketing opportunity that we are making available to the Platinum Members of PreemploymentDirectory.com.

We also want to invite you to visit us at the upcoming NAPBS Conference in St. Louis and have some specials planned that you will not want to miss out on. Besure to put us on your ‘must visit’ list.

I also want to encourage you to check out the advertisement of Innovation Enterprises who has joined us as an advertiser and to be sure to participate in the SELECTECH POWEREDSM Reseller Program 2009 CRA INDUSTRY TRENDS SURVEY.

Finally, I want to close by sharing a quote that caught my attention “Success favors the prepared mind.” (of all places it came from a Steven Segall movie) The statement really resonated with me because in the challenging times we are facing it is no time for slacking, you need to make sure you prepare yourself to ‘step up your game’ so you will be one of those that not only survives the current hard times, but comes out of it even stronger.

Thanks for reading The Background Buzz and have a fabulous month!

PS - Hello is 'Bawo ni' in Yoruba language, 'Kedu' in Ibo language and 'Sanu' in hausa the three languages predominantly spoken in Nigeria

GOLD SPONSOR

Accurate Background Named to Nation’s Top Business List for 2009

Congratulations to our Platinum Member

In recognition of the economic power of privately held businesses, DiversityBusiness.com, the nations’ leading business-to-business internet site, recently named Accurate Background, Inc. as one of the top businesses in the United States. Accurate Background, Inc ranked on both the Top 100 Diversity Owned Businesses in California and the Top 500 Hispanic American Owned Business List for 2009. This is the 9th annual listing of the nation’s top businesses by DiversityBusiness.com. Rang- ing in revenue size from $20 million to over $2 billion, the companies listed on the Top Business Lists represent the nation’s top multicultural earners and challenge the long-held notion that a privately held business is small or insignificant. Winners are sought after by major corporations wishing to increase spending with small businesses. The winning companies will be honored at a special awards ceremony at DiversityBusiness.com’s “9th Annual Multicultural Business Conference”, taking place April 29 – May 1, 2009 at the Disney’s Contemporary Resort in Orlando, Florida.

For the complete list of winning companies, please visit: www.diversitybusiness.com or For more information about Accurate Background visit their web site at www.accuratebackground.com.

KRESS Employment Screening Announces Document Verification Services for Free

Consent Based Social Security Verification & E-Verify Combined in Program
Houston, Texas (PRWEB) February 19, 2009 -- KRESS Employment Screening announced today a plan to offer clients access at no cost to the Consent Based Social Security Verification (CBSV) service and the E-Verify program offered by the Social Security Administration (SSA) and the Department of Homeland Security (DHS) respectively with the purchase of a standard background check package. These programs give employers an opportunity to match social security numbers, names, and dates of birth and, even, indicate if an employee is eligible for employment in the US.

For More Information Go To www.kressinc.com

United States: Employment Alert: New York Enacts New Laws Regarding Background Checks And Hiring

Effective February 1, 2009, New York employers must comply with new notice requirements regarding background checks for job applicants and employees. These new notice requirements supplement existing notice requirements under New York's General Business and Labor Laws, and require:

• employers requesting an investigative consumer report about a job applicant or employee to provide the job applicant or employee with a copy of Article 23-A of the Corrections Law: "Licensure and Employment of Persons Previously Convicted of One or More Criminal Offenses";
  
• employers who receive an investigative consumer report containing criminal conviction information about a job applicant or employee to provide a copy of Article 23-A to the job applicant or employee; and
  
• employers to post a copy of Article 23-A of the New York State Corrections Law in an area that is largely visible to their employees.

Article 23-A prohibits employers from refusing to hire a job applicant or from taking any adverse action against a current employee based on a prior criminal conviction or because the employer believes the job applicant or employee does not have "good moral character" as a result of a prior criminal conviction. Despite this prohibition, employers may still deny a job applicant employment or take an adverse action against an employee if:

To Read The Full Article Go To: http://www.mondaq.com/article.asp?articleid=74824&email_access=on&login=true

February’s Deep Freeze: Hiring Expectations Will Continue to Spiral Downward

Mass layoffs and other cost-cutting measures have become the norm in early 2009, and that won’t change in February for both the manufacturing and service sectors, according to the Society for Human Resource Management’s (SHRM) Leading Indicators of NationalEmployment (LINE) survey.

• February hiring expectations are at four-year lows for the month. Compared with a year ago, hiring in manufacturing is down by more than two-thirds and by more than one-third in the service sector.
  
• Recruiting difficulty was virtually nonexistent in January. Among those in the market for top-level talent, very few members of the manufacturing and service sectors report having problems.

To Read The Full Report of SHRM Leading Indicators of National Employment (LINE), Go To” shrm.org/line (membership may be required)

Fifth Annual Screening and Assessment Usage Survey

For the last five years, Rocket-Hire has surveyed talent-management professionals who use Web-based screening and assessment products to enhance and quantify their hiring processes. The results reflect the increase in use of screening and assessment tools and the positive benefits of these efforts continue to notate a strong trend toward their popularity and value. This year’s results confirmed what most of our previous surveys have found:

• 79% of respondents employ an applicant tracking system. or will soon have one deployed, or are considering one. For some, it’s hard to even imagine the old stacks of resumes and bulging file folders of applicant information.
  
• About 57% of respondents use online prescreening and assessment to sort through their job applicants continuing their gradual penetration into the mainstream of recruitment and hiring.
  
• Qualifications screening, personality inventories, and skill and technical certifications continue to be the most pop- ular online assessment tools. Assessments of cognitive abilities as well as fit with the company culture have ex- panded their footprint as well.

There clearly is a growing interest in scientifically derived hiring tools. This trend is encouraging but not particularly surpris- ing; these numbers will continue to grow as more organizations understand the value in properly evaluating the impact of screening and assessment tools, seeing for themselves how quality hiring tools can improve a workforce.

For More Information Go To: http://www.ere.net/2008/04/15/results-from-the-5th-annual-rocket-hire-online-screening-and-assessment-usage-survey/

(This article is brief summary of the results of this study. For more data and an in-depth analysis of these trends, check out your May issue of the print publication, the Journal of Corporate Recruiting Leadership.)

Sponsored By:

FETCH Technologies

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 success.

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 pdevata@seyfarth.com or 312-460-5000 or visit www.seyfarth.com.

Please choose your answer by clicking on it:

In New York, employers requesting consumer reports must provide a copy of Article 23-A of the New York Correction Law to an applicant or employee when: a) At the time the disclosure/authorization for is presented for signature to the consumer regardless of the type of consumer report requested. b) At the time the disclosure/authorization for is presented for signature to the consumer only if the employer requests an investigative consumer report c) At the time the disclosure/authorization for is presented for signature to the consumer only if the employer requests an investigative consumer report and if the consumer report contains a "hit" d) At the time the disclosure/authorization for is presented for signature to the consumer regardless of the type of consumer report requested and at if the employer is planning on taking adverse action.

2009 Marketing Portfolios for: Background Screening (CRAs) Firms International Background Screening Firms Suppliers to the Background Screening Industry

We Specialize in Promoting the Products and Services of businesses in the Background Screening Industry. Click on the specific Marketing Portfolio above that fits your business.

Identity Fraud Survey Shows ID Theft up 22%

Identity theft rose by nearly 25 percent last year in the United States, according to a new report released today. The 2009 Identity Fraud Survey Report by Javelin Strategy & Research shows that the number of identity fraud victims increased 22 percent to 9.9 million people being hit, at a total cost of $48 billion. According to James Van Dyke, president and founder of Javelin, this is the first year since the report began in 2004 that the numbers have gone up. "The industry was surprised at the whopping size of identity theft when it was first studied in the early part of the millennium, but it was beaten back strongly. But now, with the tough economy, criminals have become more desperate, and identity theft has gone up for the first time since we began tracking it," Van Dyke says.

For More Information Go To: http://www.javelinstrategy.com/2009/02/09/identity-fraud-survey-shows-id-theft-up-22/

2 Big Risks Of Not Having A Reference Policy

There’s a lot of debate about what companies should say when they’re asked about former employees. Here’s one big rule to keep in mind. Have a policy and stick to it.

One of the big legal risk is being charged with discrimination. If most employees just get a neutral reference confirming titles and dates, but one manager strays from the norm to bash an ex-employee, there’s a chance he or she could say it was based on race, gender, religion, etc. Same goes if a manager refuses to give a reference to one former worker be- cause of membership in a protected class. Consistency is the key.

Another pitfall for employers to watch is the “negligent reference” — when a company fails to warn the new employer about a threat posed by the worker. In one recent case, an ex-employee got a glowing reference despite being fired for conduct that put people’s lives in danger. The company was sued and lost.

For Read The Full Article Go To: http://www.hrrecruitingalert.com/the-risks-of-not-having-a-reference-policy/

5 Ways To Make References Talk

Reference checks can be one of the most valuable tools for making an informed hiring decision — but as you know, it’s often tough to learn anything from a contact besides employment dates, titles and salaries. How can you convince reluctant references to open up?

Here are some strategies experts recommend:

• Keep it conversational. As with any discussion, it’s important to warm up the reference before asking him or her to divulge any information. You can start the conversation by talking about your company and the position you’re filling. Mentioning that the candidate spoke favorably about the reference could also get the ball rolling. Another tip: Avoid using the word “reference,” which raises immediate red flags.
• Try a manager-to-manager talk. HR often does all the reference-checking to avoid potential legal issues. But some companies say they get better results if the hiring manager calls the candidate’s former supervisor directly. Managers have a better idea of what questions to ask for each position, and the reference may be more open when talking to a fellow supervisor, rather than someone from HR.

To Read About The Other Strategies Go To: http://www.hrrecruitingalert.com/the-risks-of-not-having-a-reference-policy/

Pricing Mistakes Most Companies Make

In tough economic times, re-evaluating product pricing is a necessity to keep your customers motivated, says Per Sjofors, managing partner at Atenga Inc., a Westlake strategic pricing consulting firm. Here are 3 of the top10 most common mis- takes companies make when pricing their products:

1. Basing prices on costs, not customer perceptions of value: Pricing based on costs invariably lead to prices that are too high or too low.

2. Basing prices on “the marketplace”: Management teams must find ways to differentiate their projects or services to create additional value for specific market segments.

3. Attempting to achieve the same profit margin across different product lines: For any single product, profit is opti- mized when the price reflects the customer’s willingness to pay.

To See The Full List Go To: http://jan.freedomblogging.com/2009/02/03/pricing-mistakes-most-companies-make/8572/

Winning in Turbulence: Diagnose Your Downturn Strategy

Downturns present strategic opportunities for well-positioned companies along with the inevitable risks. Your most powerful moves in a downturn depend on where you stand on the three critical dimensions--industry volatility, strategic position and financial position. If your company has a strong financial position, for example, you may be able to out-invest competitors in marketing to increase customer loyalty. You may be able to attack or even acquire weaker competitors. If financial resources are scarce, you face a different set of possibilities. Depending on your strategic position and your industry's volatility, your best options may be to divest noncore assets and restructure the balance sheet, or to accelerate decisions around reducing cost and debt. You may need to seek alliances or mergers partners and dispose of anything that is not essential to survival. So where do you stand? Should you lighten the load? Refocus and retool? Or is it time to extend your lead? As conditions change, you may find it helpful to return to the diagnostic and re-evaluate your options.

To Learn More About The Practical Tools Companies Can Use To Address Their Specific Situation Go To: http://ceomemo.harvardbusiness.org/2009/01/diagnose_your_downturn_strateg.html?cm_mmc=npv-_-WEEKLY_HOTLIST-_-JAN_2009-_-HOTLIST0202

Workplace Vigilance - More Employers Turn To Drug Testing To Improve Safety, Productivity

The number of companies and industries requiring drug screening for employees is on the rise these days despite some con- cerns about those tests being an invasion of privacy. "It's a lot more common than it used to be," said William Webb, director of Oasis Behavioral Health Services LLC in Barboursville. "... Primarily, it's about safety and productivity. When people are identified early enough, they can be rehabilitated and saved." The discussion about workplace drug testing has intensified re- cently as boards of education, including some in West Virginia, consider adopting or expanding the practice. An estimated 14.8 million Americans are drug users, according to statistics from the federal Substance Abuse and Mental Health Services Administration. SAMHSA also estimates that 77 percent of those users are employed, meaning about 9.4 million U.S. workers are using illegal drugs.

For More Information Go To: http://statejournal.com/story.cfm?func=viewstory&storyid=51390

Valuable New Resource Available for Employers

Working Partners recently added two new useful resources to its Web site to assist employers and others in maintaining an alcohol- and drug-free workplace:

• Employers can now view the latest statistics on worker substance use rates categorized by industry and occupation. Industry and occupational data can help employers learn more about how substance abuse may impact their work- force and what types of policies and programs may be most appropriate for their organization.
  
  Industry & Occupational Substance Use Data
  
• A new fact sheet addresses common pitfalls that can undermine the effectiveness of a drug-free workplace program and strategies organizations can use to avoid them. The Top 12 Reasons a Good Drug-Free Workplace Goes Bad

Organizations are encouraged to distribute this information and use these tools to learn how to improve the effectiveness of their drug-free workplace efforts.

For More Information Go To: www.dol.gov/workingpartners

Background Screening and Investigations: Managing Hiring Risk from the HR and Security Perspectives
By Barry Nixon, SPHR, and Kim Kerr, CPP; Reviewed by Peter Psarouthakis

Managing risk in the hiring process can be a challenging task for an organization’s human resources (HR) and security departments. Having the right resources and experience to properly conduct a background screening or an investigation is vital. Fortunately, there is a growing amount of valuable material available. Background Screening and Investigations is one of them. Authors Barry Nixon and Kim Kerr lay a good foundation by explaining the risks posed by not having an appropriate screening process. Next, they address how legal issues can affect background screening and an organization as a whole. The authors then explain how security and HR must collaborate in this important process. The chapter titled “Background Checking Policy” is one of the book’s many highlights. Nixon and Kerr explain the importance of having a policy in place and the laws governing background screening.

The usefulness of this chapter cannot be overstated. The reader could easily use the authors’ detailed arguments in making the case to management that a policy is needed. Later, the chapter provides detailed examples of hiring policies, focusing on specific issues the documents must address. Other chapters in this book are just as detailed and informative. Those who conduct background screening or investigations know the importance of keeping current on the ever-changing environment of background screening. Background Screening and Investigations is an important resource that anyone involved in hiring or the background screening business should keep close at hand.

http://www.securitymanagement.com/article/background-screening-and-investigations-managing-hiring-risk-hr-and-security-perspectives-00

Reprinted with permission of Security Management magazine. This is not intended to be an endorsement by Security Management magazine or ASIS International.

Looking for the Top Suppliers in the Industry? Need to find a new Supplier?

Visit PreemploymentDirectory.com’s 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)

We 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.

We 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 for you.

Use 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.

Contact Barry Nixon at 949-770-5264 or at wbnixon@aol.com for more information.

NAPBS International Committee - Quick Update

Reid Rodriguez, CEO, Softech Industries is the new Chair of the Latin & South America Subcommittee for the NAPBS International Committee. Reid is looking for volunteers to work with him on the subcommittee to help build an alliance in this region of the world. We have also started an outreach campaign to African Background Screening firms to set the framework for building an alliance in this part of world as well. If you are interested in working on either of these subcommittees please contact me at wbnixon@aol.com.

Our Education Subcommittee Chaired by Janet Ackerman has put together another outstanding set of sessions for the conference. Due to the popularity of our sessions we have been given four sessions this year.

1. Country Screening Essentials will cover Nigeria/Africa, UAE/Middle East and UK/Europe

2. International Best Practices will cover a review of the Best Practice Developed by our ‘Best Practices Committee’ and the Wiki that is being proposed to share this information

3. International Compliance - The impacts on global screening including an update on Safe Harbor from US Dept of Commerce

4. An International Case Study - A Practical Approach to Your Global Screening Program

Hong Kong: Cabin Crew And Personal Data Privacy Issues

On 28 August 2008, the High Court in Hong Kong found for Cathay in quashing decisions of (i) the Privacy Commissioner of Personal Data and (ii) the Administrative Appeals Board in respect of Cathay's policy requiring cabin crew to consent to disclosure of private medical records. In November 2005, Cathay instituted an Attendance Monitoring Programme ("AMP"), to investigate why a small minority of cabin crew members had levels or patterns of absence from work, purportedly due to illness. Cathay sought medical and other information as part of its obligation to ensure that cabin crew members remain medically fit to discharge their duties (Directive 360 of the Civil Aviation Directive). The AMP stated that any cabin crew member who did not co-operate and participate in the program could be subject to disciplinary action. The judges found that Cathay, in informing all cabin crew members of the possible consequence of failure to disclose relevant medical records, was doing no more than meeting the requirements of the ordinance and that such advice does not thereby, of itself, constitute a threat or the exertion of undue influence. The application for judicial review was accordingly allowed, and the decisions of the Commissioner and the Board quashed.

For More Information Go To: http://www.mondaq.com/article.asp?articleid=74064&email_access=on

The International Resource Center is a valuable resource
resource for anyone looking for information on
international background verifications, vetting or verifications.

New Posting

The Act on the Protection of Personal
Information and its Enforcement Status in Japan
January 23, 2007
Cabinet Office, Japan
Outline of Act, History of enforcement,
Scheme of the System, Duties of Entities,
Handling of Complaints, Exercise of Authority
http://www5.cao.go.jp/seikatsu/kojin/foreign/outline070123.pdf

International Training Resources:

World Federation for Personnel Management, Events, http://www.wfpma.com/dates.html

To view the International Section go to http://www.preemploymentdirectory.com/ look in the middle of the page for the gray bar like the one below.

Workplace Assaults 'Big Problem' In New Zealand

The Massey University survey on violence in the workplace, released this week, said that healthcare workers and passenger transport workers were most vulnerable to attack. Researchers received responses from 62 employers around New Zealand who reported 143 cases of employees being physically assaulted in the workplace and 254 attempted assaults over the past year. Workload and stress rates, alcohol or drug use, mental instability and harassment were the main risk factors for work- place violence.

For More Information Go To: http://www.stuff.co.nz/stuff/4852053a13.html

Background Screening Important To Checkmate Fraudulent Staff

The practice of checking the background of individuals before hiring them is becoming increasingly popular among corporat- ions in Nigeria. Mr. Kola Olugbodi, the Managing Director, Background Check International, a professional background screen- ing firm shares his thoughts in are recent interview with Jonah Iboma Background Check International regarding his pioneer- ing professional background screening in Nigeria.

Mr. Olugbodi added that the implication of falsification of qualifications by individuals is that corporate organisations that employ such persons are gathering an army of individuals that is dishonest and lacks integrity. If someone goes to the extent of forging documents to gain employment, there is nothing stopping the individual from forging documents for promotion or personal gain. Furthermore, someone who lacks the requisite experience and has falsified his/her years of experience will not be able to perform and deliver. This, of course, will affect the output of the organisation. One thing that is gradually creeping into corporate organisations in Nigeria is for them to be sued for the negligence of their staff. Some- times, losses and damages are paid by such organisations due to lack of experience and misbehaviour of their employees. He further added that his firm pioneered professional background screening in Nigeria and has become the first background screening firm in Africa to become a member of the National Association of Professional Background Screeners. There are several outlined programmes for members and the global networking has also impacted positively on our operations.

For More Information Go To: http://www.punchng.com/Articl.aspx?theartic=Art200902038185437

Kroll Launches Screening Register

Research from global risk consulting company Kroll reveals that more than 2m Britons have missed out on a new job opportunity because former employers have delayed or failed to provide them with a reference. Kroll’s Background Screening division has launched a National Reference Register (NRR) to give organisations a referencing system in which employment data from all past employees is centralised and stored electronically. With one in three Britons (35%) claiming they have had to chase their former employer at least once for a reference when changing jobs, Kroll’s findings highlight the backlog in administering references for past employees within the UK’s busy HR departments. The cost of administering employee references can run into thousands of pounds each year for large employers such as those in the financial services, retail, hospitality, professional services and public sectors.

For More Information Go To: http://www.recruiter.co.uk/1000821.article?nl=dailynews

World-Check Announces Acquisition Of Integrascreen

London - World-Check today announced the acquisition of IntegraScreen, a leading provider of due diligence services to corporations and governments worldwide. With the addition of International Enhanced Due Diligence (IEDD) reports to its existing portfolio, World-Check is positioned to provide an end-to-end risk management service providing Know Your Customer (KYC) and Know Your Employee (KYE) identity authentication, reputation screening, customized country risk assessments and comprehensive due diligence reports for in-depth analysis, reporting and monitoring across multiple industries. IEDD reports are specifically designed to cater to market needs and provide KYC and business partner screening that meets Anti Money Laundering (AML), Anti Corruption and Counter Terrorist Financing (CFT) compliance obligations such as those required under the Foreign Corrupt Practices Act (FCPA), Sarbanes-Oxley Act (SOX) and the USA Patriot Act. Due diligence reports are essential when: conducting pre-merger and acquisition inquiries and pre-IPO research; entering into a new international joint venture; engaging a critical business partner in an emerging market; reviewing international hedge funds and implementing best practices for regulatory compliance and corporate governance. With offices in 19 locations across 10 countries and over 400 employees, our wider global research network and expanded coverage of emerging markets including the Middle East, Asia Pacific, Eastern Europe and Latin America will undoubtedly provide us with a leading competitive edge”.

For more information please visit www.world-check.com

Data Loss Could Rise During Downturn

A recent report from KPMG showed higher losses from August to November 2008 than the previous eight months and predicted a doubling of data loss incidents during 2009. Organisations have been warned to prepare themselves for a data loss deluge during the economic downturn. Jeremy Barker, executive director, Overtis Systems, said: ‘In effect, anyone with access to internal systems, organisational structure, processes and procedures or with trusted access to systems and networks now poses a threat and unless radical steps are taken, intellectual property will continue to be misappropriated at an alarming rate, share prices will suffer and economic confidence will be further eroded.’

Overtis issued the following advice to prevent data leakage:

1. Implement a strong employee joining and exit process – email and network access needs to be revoked quickly and mobile devices recovered when an employee leaves. New members of staff need only be given access to the resources they need to perform their role.

2. Educate staff – ensure data is only accessible to staff on a need-to-know basis or push data to relevant individuals

3. Avoid remedial action – Don’t seek to address a security breach with a point security product but take a systematic approach to the whole enterprise. Controls need to be in place between the user and the data not on the network or gateway.

For More Information And To See Additional Advice To Prevent Data Leakage Go To: http://www.strategicrisk.co.uk/story.asp?source=srbreakingnews&storycode=376818

Monster: One In Four Workers Lie In Interviews

Around a quarter of British workers have lied at interview, according to a Monster poll. According to the poll, 28% of workers admitted lying in a job interview, with a further 14% stretching the truth in the hope of appearing better qualified for a job. Today’s tough job market understandably heightens the temptation for jobseekers to lie in interviews.

For More Information Go To: http://www.recruiter.co.uk/monster-one-in-four-workers-lie-in-interviews/1000664.article

Jail Time For Applicants Who Lie On Their CVs

London - A senior director at the NHS has been jailed for exaggerating his qualifications during his job application. In January 2007 Lee Whitehead was appointed director of planning and modernisation at Stoke-on Trent Primary Care Trust (PCT) after falsely claiming that in addition to being a member of the British Psychological Society (BPS) he had a first class bachelors degree, a Master’s degree and a doctorate, when in fact he only held a second class BSc in Psychologyand was not a member of the BPS. 6 months after bring appointed Mr Whitehead resigned his £78,000 a year job after suspicions were raised by a coworker and Mr Whitehead was unable to provide proof of his qualifications. The court handed out a 12 week prison sentence after Mr. Whitehead pleaded guilty to obtaining a pecuniary advantage by deception and making a false instrument.

For More Information Go To: www.powerchex.co.uk

Manpower Inc. Expands Into Vietnam With One-Stop Employment Service Solution

HANOI, Vietnam -- Manpower Inc., a world leader in the employment services industry, announced today that it has been awarded its license for permanent employment services by the Hanoi People Committee, making Manpower the first 100 percent foreign-invested employment services company to enter Vietnam. "It's an honor to be the first global organization awarded this privilege -- a key role fueling the growth of Vietnam's actively evolving labor market," said Jeffrey A. Joerres, Chairman and CEO, Manpower Inc. "Offering a more robust workforce solution in Vietnam -- and across the Asia Pacific -- is a key part of our growth strategy, allowing us to better help our clients increase their productivity and win in the changing world of work."

For More Information Go To: marcelline.pelzer@manpower.com

We invite you to pull up a chair, grab a latte and take a break and join us in The Background Bistro. This week’s guest is - Jerry Thurber, President of Fetch Technologies’ FootPrint Group. Jerry has always had a strong interest in technology and has been working in the field his entire adult life. While fresh out of college, Jerry, wanted to see how technology could change the landscape of business. His first job allowed him to develop products within the technological arena and much of his work dealt with developing a product that would work more efficiently with developing technology. He worked for Avert, a background check company and helped them re-engineer their business. While working at another background screening firm in 1996, he joined the ranks of those impacted by an industry acquisition with ADP acquiring his company. In March of 2008, Jerry left ADP and began working at Fetch Technologies.

2009 Events (Click Here to View full list of 2009 Events) – Updated Monthly

SHRM State Conferences, visit http://www.shrm.org/conferences/state/CMS_004287.asp

Drug and Alcohol Testing Industry Association (DATIA), 2008 Training Course Schedule, visit http://datia.org

National Association for Professional Background Screeners (NAPBS), 2008 Webinar Schedule, visit http://www.napbs.com/content.php?id=289

World Federation for Personnel Management, Events, http://www.wfpma.com/dates.html