Please call the City Council office at 816-513-6501 ASAP and ask them to keep criminal background checks for bartenders and waiters in bars and clubs to protect their customers from sexual predators and to vote against Ordinance 180716.
Всемирный обзор экономических преступлений за 2016 годPwC Russia
В рамках подготовки Всемирного обзора экономических преступлений PwC за 2016 год было опрошено более 6 000 участников из 115 стран. Несмотря на незначительное общее снижение количества зарегистрированных экономических преступлений, финансовая стоимость каждого отдельного мошеннического действия увеличивается. Четырнадцать процентов респондентов столкнулись с убытками на сумму более 1 млн долл. США за последние два года.
Cja 105 Enthusiastic Study / snaptutorial.comStephenson20
Crime rates are of great interest to policy makers as well as citizens. After all, who wants to live in an area with a high crime rate? When you calculate crime rates, you are able to compare cities, states, and countries of different sizes. For example, suppose city A has a population of 120,000 and city B has a population of 500,000. The preceding year, city A had 250 incidents of murder and city B had 400. On reading this, you may think that you want to live in city A because it was host to fewer murders. However, when you calculate the murder rates, you will see that the murder rate for city A is 208 per 100,000 citizens and that for city B is 80 per 100,000 citizens, which is much lower.
Racial Bias in Policing: an analysis of Illinois traffic stops dataDomino Data Lab
Since 2004, Illinois has collected demographic information about traffic stops conducted by police in an effort to identify racial bias. This data has been used by groups such as the ACLU and the Stanford Open Policing Project to identify key markers that infer racial bias in policing. We have applied exploratory data analysis to investigate whether systemic racial bias may appear and to what extent. This talk will walk the audience through the insights gleaned from the exploration of this data along with the challenges posed and ongoing questions raised.
Please call the City Council office at 816-513-6501 ASAP and ask them to keep criminal background checks for bartenders and waiters in bars and clubs to protect their customers from sexual predators and to vote against Ordinance 180716.
Всемирный обзор экономических преступлений за 2016 годPwC Russia
В рамках подготовки Всемирного обзора экономических преступлений PwC за 2016 год было опрошено более 6 000 участников из 115 стран. Несмотря на незначительное общее снижение количества зарегистрированных экономических преступлений, финансовая стоимость каждого отдельного мошеннического действия увеличивается. Четырнадцать процентов респондентов столкнулись с убытками на сумму более 1 млн долл. США за последние два года.
Cja 105 Enthusiastic Study / snaptutorial.comStephenson20
Crime rates are of great interest to policy makers as well as citizens. After all, who wants to live in an area with a high crime rate? When you calculate crime rates, you are able to compare cities, states, and countries of different sizes. For example, suppose city A has a population of 120,000 and city B has a population of 500,000. The preceding year, city A had 250 incidents of murder and city B had 400. On reading this, you may think that you want to live in city A because it was host to fewer murders. However, when you calculate the murder rates, you will see that the murder rate for city A is 208 per 100,000 citizens and that for city B is 80 per 100,000 citizens, which is much lower.
Racial Bias in Policing: an analysis of Illinois traffic stops dataDomino Data Lab
Since 2004, Illinois has collected demographic information about traffic stops conducted by police in an effort to identify racial bias. This data has been used by groups such as the ACLU and the Stanford Open Policing Project to identify key markers that infer racial bias in policing. We have applied exploratory data analysis to investigate whether systemic racial bias may appear and to what extent. This talk will walk the audience through the insights gleaned from the exploration of this data along with the challenges posed and ongoing questions raised.
2011 FDA Electoral Fairness Audit of the France's republic electoral system
FDA auditors gave France an overall electoral score of 91.75%. (50% is the minimum passing grade; 100% is the highest grade attainable.)
For more than a decade, Background Check Group provides its clients with tools and expertise, which help them in managing not just their employees, but also their clients, partners and suppliers as well.
It is imperative that employers provide notice to the applicant prior to conducting the Pre Employment Screening. Having the proper consent forms and understanding what information can and cannot be used in the hiring process is just as important as gaining the information itself. Browse this site http://b4screening.com for more information on Pre Employment Screening.
Awareness about safety working condition and to lessen the impact of Drug Abuse in work place gives rise to growing drug tests conducted by Employers nowadays.
Depending on the type of job, illicit drug use can impact job performance and the lives of other people
CoAchieve Solutions Pvt. Ltd., a subsidiary of Quess Corp Limited, provides HR Solutions with a focus on managed services for Statutory Compliance Management, Payroll Management, On Cloud– HRIS and Employee Background Verification.
There are many tangible and intangible benefits to outsourcing. Paying your employees correctly, ontime and in accordance to the regulatory environment is sole focus of CoAchieve HR Outsourcing Solutions.
Selecting an outsourcing partner with systematic procedures who can support you with insights, can make the difference in ensuring that you get the workflow right and that the transition is seamless.
Our structured compliance management processes and regional teams across India is well equipped with in-depth domain expertise, combined with delivery accountability, and client relationship management with a goal to drive consistent client satisfaction to meet your business objectives.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
Background Screening Trends- Recession Time Study ReportAuthBridge
The report aims at highlighting discrepancy trends during recession that were found whilst conducting background checks for companies. This report can be in insightful for organisations trying to understand the mitigation of unsafe hiring risks better.
Universal Background Screening Trends and Best PracticesYvonne Nagel
If you are in Human Resources or responsible for hiring and recruiting new employees, then you don't want to miss this presentation. Get an in-depth overview of the trends and updates that you need to be aware of to make sure that next hire is the right hire.
If you have questions which screening process to implement or how to prepare your prospective candidate form the pre-screening process, you have found the right source.
Universal's user-friendly, web-based solutions simplify the background screening process.
Easily and securely order employment background checks and other screening services, view pending reports in real time, and retrieve and archive completed reports.
Optional e-forms solution allows prospective employees to provide information directly to Universal, reducing your workload.
Universal also integrates with leading ATS and HRIS solutions to help you further automate your workforce management.
Every workplace has at least some instances of employee misconduct. It can range from absenteeism or insubordination to harassment, theft or even violence. But in some organizations, it can be a significant problem.The key to managing employee misconduct is through a proactive approach. By identifying the signals that an employee is at risk for misconduct, especially violence, managers can take steps to prevent incidents before they occur.
Join corporate security expert Timothy Dimoff as he outlines the red flags that could signal an employee who is at risk for violent behavior, illegal activity, or fraud and theft, and discuss how to implement effective prevention strategies to reduce the risk of employee misconduct and workplace violence.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
2011 FDA Electoral Fairness Audit of the France's republic electoral system
FDA auditors gave France an overall electoral score of 91.75%. (50% is the minimum passing grade; 100% is the highest grade attainable.)
For more than a decade, Background Check Group provides its clients with tools and expertise, which help them in managing not just their employees, but also their clients, partners and suppliers as well.
It is imperative that employers provide notice to the applicant prior to conducting the Pre Employment Screening. Having the proper consent forms and understanding what information can and cannot be used in the hiring process is just as important as gaining the information itself. Browse this site http://b4screening.com for more information on Pre Employment Screening.
Awareness about safety working condition and to lessen the impact of Drug Abuse in work place gives rise to growing drug tests conducted by Employers nowadays.
Depending on the type of job, illicit drug use can impact job performance and the lives of other people
CoAchieve Solutions Pvt. Ltd., a subsidiary of Quess Corp Limited, provides HR Solutions with a focus on managed services for Statutory Compliance Management, Payroll Management, On Cloud– HRIS and Employee Background Verification.
There are many tangible and intangible benefits to outsourcing. Paying your employees correctly, ontime and in accordance to the regulatory environment is sole focus of CoAchieve HR Outsourcing Solutions.
Selecting an outsourcing partner with systematic procedures who can support you with insights, can make the difference in ensuring that you get the workflow right and that the transition is seamless.
Our structured compliance management processes and regional teams across India is well equipped with in-depth domain expertise, combined with delivery accountability, and client relationship management with a goal to drive consistent client satisfaction to meet your business objectives.
AuthBridge Newsletter Issue 2- Subject Your CXO's to Thorough Background CheckAuthBridge
Employee screening is practically the first step towards strengthening organisational governance, stresses the Executive President- HR of Tata Teleservices Ltd, S. Varadarajan.
For more information visit www.authbridge.com
Background Screening Trends- Recession Time Study ReportAuthBridge
The report aims at highlighting discrepancy trends during recession that were found whilst conducting background checks for companies. This report can be in insightful for organisations trying to understand the mitigation of unsafe hiring risks better.
Universal Background Screening Trends and Best PracticesYvonne Nagel
If you are in Human Resources or responsible for hiring and recruiting new employees, then you don't want to miss this presentation. Get an in-depth overview of the trends and updates that you need to be aware of to make sure that next hire is the right hire.
If you have questions which screening process to implement or how to prepare your prospective candidate form the pre-screening process, you have found the right source.
Universal's user-friendly, web-based solutions simplify the background screening process.
Easily and securely order employment background checks and other screening services, view pending reports in real time, and retrieve and archive completed reports.
Optional e-forms solution allows prospective employees to provide information directly to Universal, reducing your workload.
Universal also integrates with leading ATS and HRIS solutions to help you further automate your workforce management.
Every workplace has at least some instances of employee misconduct. It can range from absenteeism or insubordination to harassment, theft or even violence. But in some organizations, it can be a significant problem.The key to managing employee misconduct is through a proactive approach. By identifying the signals that an employee is at risk for misconduct, especially violence, managers can take steps to prevent incidents before they occur.
Join corporate security expert Timothy Dimoff as he outlines the red flags that could signal an employee who is at risk for violent behavior, illegal activity, or fraud and theft, and discuss how to implement effective prevention strategies to reduce the risk of employee misconduct and workplace violence.
AlphaStaff Webinar Importance of Drug and Background ScreeningAlphaStaff
Hiring someone is a decision that should not be based solely on the person’s ability to handle the job. While skills required to conduct the job are necessary, one cannot rule out threats caused by an employee with a checkered past (or present). Someone with a criminal record or someone who isn’t who they say they are can potentially cause significant damage to the welfare of the company and its staff.
This webinar, led by one of the country’s premier background check and drug screening companies and a key partner of AlphaStaff, will highlight the need, the process and the advantages of proper pre-employment screenings. Presented by Sterling Infosystems.
How to Protect Your Business from Fraudsters, Liars and Cheats with Backgroun...W. Barry Nixon, SPHR
Small businesses are particularly vulnerable to negative impact of a bad hire. Learn how to reduce the risk of making a bad hire through the use of background checks.
Can anyone do this assignment in 5 hours by 11pm for 40 dollars plea.docxchestnutkaitlyn
Can anyone do this assignment in 5 hours by 11pm for 40 dollars please
You are the assistant director of human resources. Janice Marshall has asked you to review the Code of Ethics to determine if John has violated its provisions. You are to prepare a paper that addresses the following:
1. Evaluate International Widgets' Code of Ethics at the conclusion of the You Decide scenario. Do any provisions prohibit John's behavior? Please explain.
2. In addition to a possible ethics violation, could International Widgets pursue other legal avenues against John and/or its competitor? Review your textbook and library references to assist you in answering these questions.
3. Is John in a fiduciary relationship with International Widgets? Why or why not? Is he an agent of International Widgets? Identify the duties and responsibilities of an agent and whether or not John is fulfilling those obligations. Review your textbook and library references to assist you in answering these questions.
4. What action should Gloria take involving John?
00:00
In this scenario, you will evaluate the Code of Ethics to determine if John Anderson has violated International Widgets' Code of Ethics by engaging in business with a competitor.
00:00
The human resources department worked with management to carefully craft a Code of Ethics. All employees received a copy of the code and were required to sign off stating that they had read the code and agreed to abide by its conditions. If an issue concerning an employee occurs, the human resources department investigates. As the assistant director of human resources, you are asked to evaluate an employee's behavior. You meet with Gloria Smithson to obtain all information needed to begin your investigation.
00:00
Gloria has now been in business for 2 years. Her business is called International Widgets, and she employs more than 300 people in the business headquarters. In the early stages of the business, she created a Code of Ethics to govern employees' behavior. Recently, one of her salespeople, John Anderson, seems to be underperforming. Historically, he has been a stellar employee and salesperson, bringing in new clients every month. However, over the last 6 months, not only has he not brought in any new business, but 30% of his accounts have gone to a competitor. Even with this downturn, John was on the road 5 days a week and continued to submit expense reports. Is this ethical?
00:00
Janice is the director of human resources at International Widgets. Recently, Janice met with Gloria to let her know of a rumor in the company that John was actually steering some of his accounts to a competitor because the competitor gave him a kickback.
00:00
John has been employed by International Widgets for 14 months. He likes his job but was recently approached by a competitor with an offer he could not refuse. The competitor wanted to expand his domestic market and asked John to work with him.
This presentation will highlight statistics for security and fraud of non-profit organizations. The webinar will also involve reviewing two non-profit case studies and the best practices that would have prevented a fraud or data breach event from occurring. We will look into how you protect your most valuable assets (employees, donors, the people you serve, etc.) and what it is that you have that fraudsters want. The webinar will give you information that you can use to start protecting your organization immediately.
Sexual Harassment Investigations in the News: Lessons Learned From a Year of ...Case IQ
If 2018 was the year of high-profile harassment investigations, 2019 should be the year of putting into practice what we learned from them. As scandal after scandal unfolded, employers scrambled to get to the root of the problems and mitigate the damage. We learned valuable lessons on how not to respond to sexual harassment allegations and how to conduct effective workplace investigations.
It’s important to put what we’ve learned into practice and map out a way forward for 2019. Join Angela J. Reddock-Wright, employment attorney, mediator, arbitrator, investigator and trainer, as she reviews the lessons learned from the high-profile sexual harassment cases that shaped the news in 2018 and outlines a progressive plan for prevention, investigation and resolution.
The webinar will cover:
An overview of newsworthy sexual harassment cases from 2018
What went wrong and why
How to respond effectively to allegations of sexual harassment
How to prevent sexual harassment in the workplace
Training every manager and employee should have annually
Great tips, resources, best practices and strategies for entrepreneurs, start-ups, professionals and small business owners.to plan launch and grow successful businesses.
White Collar Crime and Criminals - School of Criminal Justice - U of CincinnatiGary Zeune CPA
I have embedded about a dozen videos on the slides. Click the links to watch the videos......I interviewed Minkow at Lompoc Federal Prison October 22, 1994. Six month later, May 1995, he was my first white collar criminal speaker.
Get the insights you need to elevate your legal practice.
The annual Legal Trends Report sheds light on the most important issues faced within the legal profession. This year’s report features a multi-year analysis of 2,000 law firms’ revenue growth, as well as a survey of 2,000 legal consumers, and a test of 1,000 law firms’ responses to client inquiries. Informed with this research, the report examines:
What differentiates growing law firms from stagnating practices.
What potential clients want when they look for a lawyer.
How today’s law firms fare at interacting with potential clients—and where they can improve.
In this 60 minute webinar, join George Psiharis, Clio’s Chief Operating Officer, and Joshua Lenon, Clio’s Lawyer in Residence, as they explore the 2019 Legal Trends Report in detail to identify the report’s most important findings and contextualize what the data means for legal professionals and firms.
By watching this Legal Trends Report webinar, you will learn:
The biggest takeaways from Clio’s research into 2019 legal trends.
Our top recommended actions for legal professionals based on the report.
Additional insights on how to take a more data-driven approach at your firm.
https://landing.clio.com/2019-Legal-Trends-Report.html
The number of at-risk youth in children and family services care is staggering. Programs and facilities within juvenile justice, foster care, psychiatric care, and residential care have a tremendous responsibility for these youth, yet lack cutting-edge tools to simplify data collection, standardize reporting and monitor outcomes to gain actionable insights.
To help improve youth care organizations facing these challenges, Qualtrics---provider of the world’s leading research and insights platform---has partnered with Multi-Dimensional Education Inc. (MDed) to offer the Multi-Dimensional Youth Assessment 360 (MDYA 360).
Today’s webinar dives deeper into the issues these facilities face and, more importantly, how the MDYA 360 can address them. Key topics include:
Challenges within the At-Risk Youth Sector
Overview of the MDYA 360 Methodology and Solution
Preview of the MDYA 360 and Reporting
Q&A
Detecting and investigating vendor fraud mvwCase IQ
Vendor fraud schemes cost organizations in the US millions of dollars each year and no company is immune. Knowing what to look for and where to look is crucial to preventing, detecting and stopping this expensive fraud.
Join Maribeth Vander Weele, investigation expert, former inspector general and founder of the Vander Weele Group; as she presents case studies, practical examples, and discussion to outline strategies for detecting and investigating vendor fraud.
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
In these slides we discuss the three aspects to committing fraud that are found in the fraud triangle and some steps that can be taken to begin a fraud risk assessment.
Similar to The Importance of Employment Screening (20)
6. What is a background check?
A background check is an investigation into an
individual’s criminal records, commercial records,
and financial records.
8. How do background checks differ
from one another?
Background checks for
personal use:
• Illegal to use by businesses
interested in making employment
decisions.
• Do not comply with the Fair Credit
Reporting Act (FCRA) and other
federal and state HR laws.
• Anyone can conduct a search
through public people search
engines like peoplesmart.com.
9. How do background checks differ
from one another?
Background checks for
personal use:
• Illegal to use by businesses
interested in making employment
decisions.
• Do not comply with the Fair Credit
Reporting Act (FCRA) and other
federal and state HR laws.
• Anyone can conduct a search
through public people search
engines like peoplesmart.com.
Background checks for
hiring purposes:
• Designed to meet the needs of
employers screening individuals for
hiring purposes.
• Complies with the Fair Credit
Reporting Act (FCRA) and other
federal and state HR laws.
• Reports must be purchased via a
credit reporting agency, FCRA-
compliant service like
Goodhire.com.
10. So, you might be wondering
1. Is it important to run employment screens?
11. So, you might be wondering
1. Is it important to run employment screens?
2. Does my company really need them?
19. Scott Thompson, Former CEO of Yahoo!
• Claimed to have a degree
in computer science when
actually he just had a
degree in accounting from
Stonehill College.
• Scott Thompson was
deemed an untrustworthy
leader and was removed
from his position at the
company.
Famous Cases of Résumé Fraud
20. Famous Cases of Résumé Fraud
Adam Wheeler, Former Harvard Student
21. Famous Cases of Résumé Fraud
Adam Wheeler, Former Harvard Student
• Falsified an entire life and educational
history in order to be accepted into
Harvard University.
• His lies were uncovered when he
applied to the Rhodes Scholarship
and the Fullbright scholarship.
• Wheeler accrued over $40,000 in
grants, prizes and financial aid under
false pretenses and faced several
criminal charges including larceny and
identity fraud.
22. Workplace theft
In 2011, retailers lost $34.5 billion to retail theft, or shrink
– the loss of inventory due to employee theft, shoplifting,
paperwork errors, or supplier fraud.
23. Workplace theft
In a 2014 survey conducted by the National Retail Federation, 35.4%
of retailers reported that they were victims of cargo theft in the past
year. Of those retailers:
24.2% of retailers experienced cargo theft in store
24. Workplace theft
In a 2014 survey conducted by the National Retail Federation, 35.4%
of retailers reported that they were victims of cargo theft in the past
year. Of those retailers:
24.2% of retailers experienced cargo theft in store
41.4% of retailers stated cargo theft occurred en route from
manufacturer to distribution center.
25. Workplace theft
In a 2014 survey conducted by the National Retail Federation, 35.4%
of retailers reported that they were victims of cargo theft in the past
year. Of those retailers:
24.2% of retailers experienced cargo theft in store
41.4% of retailers stated cargo theft occurred en route from
manufacturer to distribution center.
51.7% of retailers stated cargo theft occurred from the
distribution center to the store.
26. Workplace theft
In a 2014 survey conducted by the National Retail Federation, 35.4%
of retailers reported that they were victims of cargo theft in the past
year. Of those retailers:
24.2% of retailers experienced cargo theft in store
41.4% of retailers stated cargo theft occurred en route from
manufacturer to distribution center.
51.7% of retailers stated cargo theft occurred from the
distribution center to the store.
13.8% of retailers stated cargo theft occurred at the distribution
center.
27. What can I do to prevent
this from my company?
28. In order to ensure high quality and prevent résumé fraud and
workplace theft at your company, consider screening current and new
employees with the following checks:
• School Verification
• Employer Verification
Workplace theft
29. In order to ensure high quality and prevent résumé fraud and
workplace theft at your company, consider screening current and new
employees with the following checks:
• School Verification
• Employer Verification
If your employees job requires driving:
• Motor Vehicle Records Check
• Professional License Verification
Workplace theft
30. In order to ensure high quality and prevent résumé fraud and
workplace theft at your company, consider screening current and new
employees with the following checks:
• School Verification
• Employer Verification
If your employees job requires driving:
• Motor Vehicle Records Check
• Professional License Verification
Click here to learn more about these checks.
Workplace theft
32. Workplace violence
According to a 2006 study conducted by the U.S Bureau of Labor
Statistics, nearly one in four large private industry businesses with
more than 1,000 employees reported at least one incidence of
violence, including threats and assaults, in the past year.
33. Workplace violence
According to a 2006 study conducted by the U.S Bureau of Labor
Statistics, nearly one in four large private industry businesses with
more than 1,000 employees reported at least one incidence of
violence, including threats and assaults, in the past year.
In a recent study, over 70% of United States workplaces reported not
having a formal program or policy that addresses workplace violence.
34. Workplace violence
According to a 2006 study conducted by the U.S Bureau of Labor
Statistics, nearly one in four large private industry businesses with
more than 1,000 employees reported at least one incidence of
violence, including threats and assaults, in the past year.
In a recent study, over 70% of United States workplaces reported not
having a formal program or policy that addresses workplace violence.
20% of private companies,
32% of local government workplaces,
and 58% of state government workplaces provided training on
preventing workplace violence.
35. Workplace sexual harassment
In a recent survey, 54.4% of respondents indicated that they had
been sexually harassed in the workplace.
36. Workplace sexual harassment
In a recent survey, 54.4% of respondents indicated that they had
been sexually harassed in the workplace.
Approximately 25% of the respondents reported that they knew of
other people who had experienced some form of sexual harassment.
• 26% knew cases of verbal sexual harassment
• 16.2% knew cases of visual sexual harassment
• 15.8% knew cases of physical sexual harassment
37. Workplace sexual harassment
In a recent survey, 54.4% of respondents indicated that they had
been sexually harassed in the workplace.
Approximately 25% of the respondents reported that they knew of
other people who had experienced some form of sexual harassment.
• 26% knew cases of verbal sexual harassment
• 16.2% knew cases of visual sexual harassment
• 15.8% knew cases of physical sexual harassment
66.6% of the respondents indicated that they were not aware of any
policies in their workplace on sexual harassment.
39. How to prevent
In order to ensure safety and prevent workplace violence and sexual
harassment at your company, consider screening current and new
employees with the following checks:
• National Criminal Database Search
• Criminal Court Checks
• Domestic Terrorist Watch List Check
• Global Terrorist Watch List Check
• Sex Offender List Check
40. How to prevent
In order to ensure safety and prevent workplace violence and sexual
harassment at your company, consider screening current and new
employees with the following checks:
• National Criminal Database Search
• Criminal Court Checks
• Domestic Terrorist Watch List Check
• Global Terrorist Watch List Check
• Sex Offender List Check
Click here to learn more about these checks.
43. GoodHire Employment Screens
• Lower a business’ risk of facing negligent hiring law suits.
• Allows businesses to make informed hiring decisions to ensure
safety and quality within the team.
44. GoodHire Employment Screens
• Lower a business’ risk of facing negligent hiring law suits.
• Allows businesses to make informed hiring decisions to ensure
safety and quality within the team.
• Require employers to obtain proper authorization from the job
applicant before any screens can be conducted.
45. GoodHire Employment Screens
• Lower a business’ risk of facing negligent hiring law suits.
• Allows businesses to make informed hiring decisions to ensure
safety and quality within the team.
• Require employers to obtain proper authorization from the job
applicant before any screens can be conducted.
• Restrict employers access to certain information to avoid
inadvertent workplace discrimination.
47. Perfect your hiring program
• Consult with your company’s leadership team (and other
significant decision makers) to discuss what policies are currently
in place and which screens need to be added when it comes to
screening job candidates.
48. Perfect your hiring program
• Consult with your company’s leadership team (and other
significant decision makers) to discuss what policies are currently
in place and which screens need to be added when it comes to
screening job candidates.
• Create a clear plan of action around how an applicant will be
reviewed. (eg. Initial job application, phone screen, in-person
interview, job offer).
49. Perfect your hiring program
• Consult with your company’s leadership team (and other
significant decision makers) to discuss what policies are currently
in place and which screens need to be added when it comes to
screening job candidates.
• Create a clear plan of action around how an applicant will be
reviewed. (eg. Initial job application, phone screen, in-person
interview, job offer).
• Decide the level of employment screen a company in your industry
needs. If you’re unsure what your business needs, use the
GoodHire Report Recommendation tool for a customized answer.
50. Perfect your hiring program
• Consult with your company’s leadership team (and other
significant decision makers) to discuss what policies are currently
in place and which screens need to be added when it comes to
screening job candidates.
• Create a clear plan of action around how an applicant will be
reviewed. (eg. Initial job application, phone screen, in-person
interview, job offer).
• Decide the level of employment screen a company in your industry
needs. If you’re unsure what your business needs, use the
GoodHire Report Recommendation tool for a customized answer.
• Implement the plan and educate prospective and current
employees of the new policy changes. Allow for open
communication for an easier transition.
56. Prefer to speak to a GoodHire team member,
contact us at 888-797-0105
Want to learn more about GoodHire?
Be sure to check out the GoodHire website to learn how our tool can
help your make the best, legally-compliant hiring decisions.
Run a Report or Show me GoodHire
57. Slide 16-18:
Accu-Screen, Inc., ADP, The Society of Human Resource Managers
Slide 19-20: http://dealbook.nytimes.com/2012/05/03/loeb-accuses-yahoo-officials-of-resume-padding/?_r=0
Slide 21-22:
http://www.huffingtonpost.com/2010/05/17/adam-wheeler-harvard-stud_n_579177.html
Slide 23:
National Retail Federation, https://nrf.com/news/national-retail-security-survey-retail-shrinkage-totaled-345-
billion-2011
Slide 24-33:
NRF's 10th annual ORC survey: Retailers allocating more resources to combat ORC, Federal legislation still
needed
https://nrf.com/media/press-releases/decade-later-organized-retail-crime-still-major-problem-retailers
Slides 36-38:
U.S. Department of Labor, Bureau of Labor Statistics. 2006. Survey of Workplace Violence Prevention, 2005.
Washington, DC. Available at: http://www.bls.gov/iif/oshwc/osnr0026.pdf
Slides 39-42:http://www.aware.org.sg/wp-
content/uploads/AWARE_Research_Study_on_Workplace_Sexual_Harassment.pdf
Slides 44-46:
NRF's 10th annual ORC survey: Retailers allocating more resources to combat ORC, Federal legislation still
needed
https://nrf.com/media/press-releases/decade-later-organized-retail-crime-still-major-problem-retailers
Sources