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10
Ways to Catch a Liar: Experts have 10 tips that can let you know
if someone isn't telling you the whole truth
J.J. Newberry was a trained federal agent, skilled in the art
of deception detection. So when a witness to a shooting sat in
front of him and tried to tell him that when she heard gunshots
she didn't look, she just ran -- he knew she was lying. How did
Newberry reach this conclusion? The answer is by recognizing telltale
signs that a person isn't being honest, like inconsistencies in
a story, behavior that's different from a person's norm, or too
much detail in an explanation. While using these signs to catch
a liar takes extensive training and practice, it's no longer only
for authorities like Newberry. Now, the average person can become
adept at identifying dishonesty, and it's not as hard as you might
think. Experts tell WebMD the top ten ways to let the truth be
known.
Click Here for more information: http://www.webmd.com/content/article/127/116573.htm
Data
On Ex-Cons Emerges As MA Governor's Race Issue
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
When criminals try to re enter society, they're often haunted
by criminal background information that can prevent them from
getting a job, says the Boston Globe. For years, state lawmakers
and social activists, many of them from minority neighborhoods,
have tried to limit distribution of that information, saying they
want to help people get another chance. The fight to water down
the Criminal Offender Records Information law, or CORI, has emerged
as an issue in the governor's race. Democrat Deval Patrick, who
supports restricting the release of some information is drawing
fire from Republican opponent Lieutenant Governor Kerry Healey.
She has launched a television ad quoting Reilly calling Patrick
"soft on crime." "There is no benefit to hiding
someone's criminal history," Healey told the Globe. "It
should be made more widely available, not restricted, as Deval
Patrick has suggested."
Click Here
for more information: http://www.boston.com/news/local/politics/candidates/articles/2006/09/24/scrutiny_of_criminals
_heats_up_race/?page=2
E-screening Proves 'E-Resistible': But
at What Cost?
Online communities, such as Facebook.com and MySpace.com
are booming, with MySpace membership at 60 million and 5 million
more joining every month. An innocent practice on the surface,
there are legal pitfalls for corporate users nonetheless associated
with using online communities for candidate screening and personnel
decisions. The possibility of employers using these online community
sites to screen raise several potential legal issues for companies.
Online communities are just that -- communities -- where users
create an 'oral' history and talk about everything from sobering
personal trauma to joking about the last party they attended.
Pre-'e'volution, these conversations would happen behind closed
doors and would leave no paper trail. However, as friends talk,
companies and universities are listening, or perhaps more appropriately,
eavesdropping. By conducting online searches, employers may also
be breaching privacy law as defined by the Fair Credit Reporting
act. The act requires organizations to get explicit consent to
conduct a background investigation of an employee or applicant.
The organization is also required to provide the results of the
investigation to the employee, so the employee is able to dispute
or respond to uncovered infractions. Online searches involve no
explicit consent, nor do they offer a candidate the opportunity
to rebut the allegations.
Click Here
for more information: http://www.hreonline.com/HRE/login.jsp
(You will need to register to access the full article)
902 East 5th Street Suite 101
Austin Texas, 78701
(v) 888.690.9297
(f) 512.485.3111
sales@deverus.com
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What
if you could give HR exactly what they really want? What
if you had the cutting edge solutions to the most pressing
issues, the best technology and expert team to make it happen?
deverus
is the leader in technology solutions for the background
check industry. From the most powerful industry software
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and tools that connect disparate background data sources,
we enable background check companies to deliver more of
what HR wants, quickly and profitably.
Call us today to find out how we can help 888.690.9297
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Background Screening of Applicants to
Universities Proposed
As a result
of two murders at the University of North Carolina by students
that had lied on their applications a bill requiring all applicants
to North Carolina Universities and Colleges to have a background
check has been introduced as S.B.2002.
Keep
Your Secrets Secret
Does this sound familiar? Several of your employees go to work
for a competitor, and you believe they took some of your proprietary
information with them. Is there anything you can do about it?”
With expanded bandwidth and increased data storage capacities
now available at low cost, allowing people to transmit, store
and transport large amounts of data with very little effort. Anything
Can Be uploaded. Another threat is the development of free or
low-cost online data storage sites such as Yahoo! Briefcase, which
lets users store 30 MB of files for free. Many other sites provide
even more storage capacity. For instance, FlipDrive offers 5 GB
of free storage for 30 days. Does this frighten anyone? In reality
there are so many of these sites that it’s difficult to
keep track of all of them, so it can be difficult, if not impossible,
to block access to them. But you should still try.
Click Here
for more information: http://www.securityinfowatch.com/article/article.jsp?siteSection=437&id=9215
CSO
Survey Reveals Insider Threats Are on the Rise
The recently released 2006 E-Crime
Watch survey showed a decline in security
events in the past 12 months, but an increase in the financial
and operational losses caused by such electronic crime incidents."
Just having policies in place is not good enough. Organizations
need to focus on implementation and enforcement of their policies,"
says Dawn Cappelli, senior member of the technical staff at CERT.
"Nearly all respondents report having account and password
management policies, yet over half of the insiders compromised
accounts, a third used back doors, and others used password crackers
or sniffers." Overall, the survey shows organizations have
better visibility into what is going on in their enterprises and
are better prepared to respond.
Click Here
for more information: http://www2.csoonline.com/blog_view.html?CID=24559
TRADE
SHOWS CAN BE WORTH THEIR WEIGHT IN GOLD
Tradeshows
will generate more sales for your company than marketing using
advertising, mailing, or cold calling. Ninety percent of companies
questioned ranked exhibitions as the absolute most useful source
of procurement information; they can analyze and assess opposing
products in one location. Research provided by CEIR, Center of
Exhibition Research, suggests that trade show exhibits influence
purchases six times more than any other media and are recalled
longer than print ads. It costs 45% less to sell your products
at a trade show than through sales calls. 120 million people attend
10,000 tradeshows in the USA and spend $90 billion dollars –
how many in-office sales calls would it take to achieve that?
Certainly your sales force will spend more than three days getting
to those numbers. You will reach six to seven times as many prospects
at a tradeshow than you would acquire through any other type of
marketing, except field sales which are still a distant second.
Click Here
for more information: http://www.absoluteexhibits.com/Email/9-11-2006/9-11-06.html
HUMAN
RESOURCE MANAGEMENT: |
5
Secrets of the Best-Performing Companies
What makes a great company great? Best-selling
author Jason Jennings wondered what it took to be a great company.
He and his research team studied more than 180,000 companies to
find out. Here are the five "secrets" they uncovered.
Click Here
for more information: http://hrdailyadvisor.blr.com/archive/2006/09/11/secrets_of_best_performing_companies_stewardship.aspx
Three Key HR Practices To Help Boost Profit and Sales
for Small Businesses
According to a new study presented in August 2006,
smaller organizations create 22% higher growth in sales, 23% higher
profits and 67% less turnover when three key HR practices are
implemented.
Click Here
for more information: http://www.sharedhr.com/news/show_article.asp
|
PLATINUM MEMBERSHIP HAS IT’S PRIVELIGES
- You
are provided a full page to display your marketing message.
- Your
web site URL appears with your listing and is linked to
your web site so potential clients can go directly to
you.
- You
get an automatic pop up email to connect visitors directly
to your sales staff.
- Your
logo will be placed at the top of the page along with
other Platinum member’s logos in the alphabetical
and geographical (US or International) sections. In addition,
Your logo will rotate on the front page giving you a substantial
advantage over non Platinum members.
- On
your specific alphabetical and geographical (US or International)
page your firm’s logo will appear at the top ahead
of all other non platinum listings.
- You
can update your ad copy at no charge if you introduce
new products and services or your marketing campaign changes.
CLICK
HERE TO LEARN MORE ABOUT PLATINUM MEMBERSHIP AND TO BECOME
A PLATINUM MEMBER TODAY or call Barry Nixon at 949-770-5264
for details.
World's largest personal credit information databank
operational in China
The world's largest personal credit information databank
has been put into operation in China, with the number of
persons covered reaching 486 million by late January, the
People's Bank of China has said. Su Ning, vice-governor
of the central bank, said at a national conference over
the weekend that almost every Chinese citizen who is economically
active is now covered by the databank. The databank provides
information concerning one's basic facts, bank accounts,
borrowing records and his/her accounts at the national housing
saving pool, he told the conference on the administration
of credit information collection in Guilin, south China's
Guangxi Zhuang Autonomous Region. The vice-governor said
another credit information databank targeting enterprises
has also launched operation on a trial basis and would start
full operation at the middle of the year.
He called
for the better utilization of the databanks by enterprises
and personal credit information for safeguarding financial
security and providing a benchmark for monetary and macroeconomic
policy makers.
Click
Here for more information: http://english.chinamil.com.cn/site2/news-channels/2006-02/28/content_419832.htm
United Kingdom’s Criminal Records Bureau Changes
The
use of temporary staff by employers in the public and voluntary
sectors could be dramatically reduced after the Criminal
Records Bureau (CRB) changed its policy on background checks
for temps. Organisations using temps that require CRB checks
– generally those dealing with vulnerable people or
children – have been able to rely on "portability
requests", which re-use a disclosure obtained by a
recruiter or another employer. But the CRB has now stopped
processing portability requests and will not endorse the
use of transferred disclosures.
China’s
Online Recruitment Market Reached RMB 160.9 Million in 2006
Q2
According
to Analysts International’s research, China’s
online recruiting market reached RMB 160.9 Million in 2006Q2
with a growth of 8.44% over last quarter. Among which, online
recruiting revenue from recruiting web sites whose services
are targeted at national scope took 76.4% of the overall
market size, and revenue from recruiting web sites with
service targeted at provincial scope took 19.3%.
Sourced
from and distributed by http://www.onrec.com/newsstories/13552.asp
| NEW
INTERNATIONAL RESOURCE CENTER: |
“Got
International Information?”
We 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 EU
countries data protection and other laws, Canada, terrorist
searches and much more. Also included is very practical
information on time zones, locating cities, etc. Check it
out and I am sure you will want to Bookmark it so you can
use it over and over. To view the International Section
go to www.PreemploymentDirectory.com and look under the
line in the middle of the page:
JUST ADDED: CIA World Book - Get information about countries around the worlds
Personality Assessment
in Candidate Screening - How and Why It Works.
One of the hottest topics in
HR today is the value of personality testing. Is it science,
or just voodoo? This newly updated HireDesk Whitepaper,
Personality Assessment in Candidate Screening, is authored
by one of the world's most respected researchers in workplace
personality assessment, Dr. Robert Hogan, and one of the
country's most experienced employment lawyers, Jeffrey Ross
Esq. Learn why these experts believe personality testing
can be a significant value-add in identifying the best candidates
and, more importantly, avoiding the worst. You'll learn
about:
- Recent advances in the accuracy of workplace
personality assessment
- Measurable results employers have seen
through personality testing
- How personality assessment can actually
help reduce legal risk
- Howto spot personality tests that don’t
work
This
is a limited time offer, so download
today. As a special offer, you will also be entered in a
draw to receive a free copy of Dr. Hogan's new book: Personality
and the Fate of Organizations.
" Probability
of Success" in Selecting A Top Performer:
| Interview |
14% |
| Reference
Checking |
26% |
| Personality
Testing |
38% |
| Abilities
Testing |
54% |
| Interest
Testing |
66% |
| Job
Matching |
75% |
Based
on research done by Profiles International, Inc., University
of Manchester and Michigan State University’s School
of Business.
Click
Here for more information:
www.personnelinsights.com
Study
Finds Workplace Drug Testing May Help Reduce Employee Drug
Use
University
of California, Irvine (UC-Irvine) researchers, who examined
alternative explanations to test the link between drug testing
and lower rates of employee substance abuse, found that
their results don't definitively prove that drug testing
directly reduces drug use, but they are the strongest evidence
to date. In a separate study, as part of Recovery Month
(September), the Substance Abuse and Mental Health Services
Administration released its National Survey on Drug Use
and Health. Employers screen their workers and job applicants
with the expectation that testing will deter worker drug
use. It's a cause-and-effect relationship that many worksites
rely on, and a belief that fuels a multibillion-dollar drug-testing
industry.
The
survey is available on the Web at http://oas.samhsa.gov.
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With ‘Continuous Employee Screening’
tools now becoming available we believe this will be an invaluable
tool to assist firms to better manager their risk by knowing important
information about their employees and will also help to prevent
negligent retention. This tool will help firms to be able to identify
whether mandatory licenses or professional certifications are
current as well as derogatory issues such as DUI’s, criminal
warrants, convictions, etc. that could have an impact on an employee
continuing to qualify for their position or a proposed one.
Implementing
a continuous screening program will require careful consideration
by organizations because of a number of potential employee relations,
organizational and legal issues that need to be addressed. To
begin with it will be critical that firm’s have a comprehensive
background screening policy in place that addresses how problem
situations will be handled. In addition, the need to have pre-identified
‘sensitive jobs’ with clear qualifications and prerequisites
included in job descriptions will become even more important than
ever. Each company will need to develop a decision tree regarding
how potential issues will impact employees. Because of these issues
the National Institute for Prevention of Workplace
Violence, Inc. has established Infinity Screening Solutions,
a new consulting practice, specifically focused on addressing
these issues and helping firms to implement continuous screening
Since overwhelming
employers use outsourced background screening firms to conduct
their background checks, we have decided to primarily offer this
consulting service through background screening firms. This will
be a value added service that you can offer to your clients when
you are selling them your ‘continuous screening’ tool.
We have developed a proprietary implementation process for assisting
firms with continuous screening that you can offer to your clients.
Contact Barry Nixon at 949-770-5264 or online at wbnixon@aol.com
for more information.
| 2006
Background Buzz MEDIA RATES: |
Click
here for more information about advertising in The Background
Buzz and PreemploymentDirectory.com (Sections: US Provider, International,
Vendor Showcase.)
| UPCOMING
CONFERENCES & SEMINARS: |
Society
for Human Resource Management (SHRM) - For Details on
State Conferences, go to http://www.shrm.org/conferences/state/CMS_004287.asp
World
Federation of Personnel Management Associations (WFPMA)
For Details on International events by date go to http://www.wfpma.com/dates.html
Ninth
Annual HR Technology Conference, October 4-6, Chicago.
Go to for special invitation and to register - http://www.hrtechnologyconference.com
Business
Forums International's European Employee Vetting Conference,
October 12, 2006, London, England, http://www.bfi.co.uk
Online
Recruitment in China,
October 12, 2006, London, http://www.onrec.com/conferences/121006c/
American
Association of Medical Review Officers (AAMRO) Annual
Drug Testing Symposium, Las Vegas, NV., October 13-15, http://www.aamro.com/advtraining.html
ISC
East, October 24-25, 200 New York, NY, http://www.isceast.com
HR-XML
Summit, Oct. 25-26, Barcelona, Spain, http://www.hr-xml.org/meetings/barcelona/
Staffing
World 2006, American Staffing Association (ASA) Conference
and Expo, Nov 7-10, 2006 http://www.americanstaffing.net/convention06/index.cfm
The Recruiting
2006 Conference and Expo, New York, NY, Nov. 8-9, 2006, http://www.recruiting2006.com/register.php
Securing
New Ground, New York City, November 15-16, http://www.securingnewground.com
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PRINT ARTICLES OF INTEREST (HARDCOPY): |
Tips
for Background Checks,
by Laura P. Worsinger, SecurityManagement, October 2006, page
85.
A very good
discussion of the Fair Credit Report Act and how employers need
to be ever diligent in ensuring thatthey are in compliance with
federal and state laws governing background screening.
Criminal
Background Checks For Employment Purposes, by Gregory
M. Davis, Legal Reports published by the Society for Human Resource
Management, July/August 2006.
A very well
written overview of the legal requirements for conducting background
checks.
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