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Posts Tagged ‘Employment Screening’

You are Either too Dumb, or You Were in on it!

October 13th, 2016 Comments off

robertdiniro

Robert De Niro’s character, Sam Rothstein says in the movie Casino “3 jackpots in 20 minutes!? Why didn’t you pull the machines? You’re either too dumb, or you were in on it.”

A little harsh, but worth some consideration in the corporate security world.

You may have put a contingency plan together for travel security, employment screening, a work stoppage or general workplace safety and believe that everything has been considered, but then you see that something is not working out. Don’t beat yourself up over it or pretend it is not happening and hope it gets back on track.

Move quickly and make a change. Simple.

Last week, the Toronto Blue Jays hit back to back to back home runs from the same pitcher. Why didn’t the manager pull the pitcher after the second?

 

pillar jays2 jays-3

Make sure all of your contingency plans allow for change as required, so they remain as fluid documents that you can continuously improve on.

The Importance of Screening

December 23rd, 2015 Comments off

shutterstock_149845175

I believe that there are three options when it comes to pre-employment background screening relating to social media content, a potential candidate’s organizational fit, and legitimacy of their resume.

1.  You can go with your gut, and not conduct any meaningful background screening

a.       Gone are the days that anyone should put any real  stock in personal reference
b.       Not checking into educational claims
c.       Not checking a candidate’s social media activity

2.  Conduct a full background check

a.      Verify past employment and education
b.      Check past employer references
c.      Conduct a social media search

 

3.      Wait for the potential employee to send you unsavory text messages that give you an indication of future behaviour. Like this job seeker did, by sending naked selfies to the HR Director prior to beginning employment

a.      Like this job seeker did, by sending naked selfies to the HR Director prior to beginning employment

 

Okay, the third isn’t really an option I believe in, but it is a good example of why screening is essential.

 

 

 

 

Thank You for Applying – What are your Facebook Credentials?

March 20th, 2012 Comments off

As an investigative tool we can enhance our surveillance efforts by getting to know a subject through a social media investigation.  But during an interview, and it real time?  Are they looking to avoid hiring a party person, someone with imagery conducive to workplace violence or that their ‘hobbies’ as noted on their resume match the photos on their Facebook page?  That’s what some recruiters are now doing as part of an interview for employment – asking for login credentials of the interviewee on the spot.  An interesting from of employment screening definitely.

I’m not sure this kind of tactic will be permitted legally going forward, but I definitely know that there’ll be lots of people out there with two personal profiles once the word gets out that they may encounter this in an interview.  One ‘real’ profile with all of their crazy party photos with friends, and one ‘dummy’ profile with photos of family, volunteering at soup kitchens and helping seniors across the road.

Job seekers get asked to provide Facebook logins

SEATTLE — When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password.

Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn’t see his private profile. She turned back and asked him to hand over his login information.

Bassett refused and withdrew his application, saying he didn’t want to work for a company that would seek such personal information. But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no.

In their efforts to vet applicants, some companies and government agencies are going beyond merely glancing at a person’s social networking profiles and instead asking to log in as the user to have a look around.

“It’s akin to requiring someone’s house keys,” said Orin Kerr, a George Washington University law professor and former federal prosecutor who calls it “an egregious privacy violation.”

Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public agencies from asking for access to social networks.

Since the rise of social networking, it has become common for managers to review publicly available Facebook profiles, Twitter accounts and other sites to learn more about job candidates. But many users, especially on Facebook, have their profiles set to private, making them available only to selected people or certain networks.

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