Website Launched:  12/26/1994 Last Update:  2/14/2013 The Integrity Center, Inc. "objective risk management services" (972) 484-6140 [ Since 1984 ] HOME Reference Articles   SCREENING Check List Backgrounds TUTORIALS SERVICE MENU FCRA THIS COMPANY Our Methods Why Use Us Myths Pitfalls CHECK MYSELF CHECK NANNY USEFUL LINKS Library Statistics PRESS RELEASE The Integrity News "objective risk management news" Vol. XVIII   No. 3 ISSN 1081-2717 October 29, 2009  MSNBC.com   October 26,  2009   Guerrilla Reference Checks Employers have only a scarce number of open positions.   They want to hire new employees who will best help increase the "bottom line".   This has led some hiring managers to the use of aggressive new  hiring tactics.   The message in this issue  is to BE CAREFUL.    If you decide to  become more aggressive, we advise you  to first check your plans with the legal counsel for your organization. Organizations "are worried about being sued if  they bad-mouth a former employee."   This has led  to the traditional factual employment verification  of  Start Date, End Date, and Last Job Title. Yet, organizations know that candidates stack their  reference lists with people who will only say glowing  things about them.   They also know that candidates  will omit employers from their resume who may make  negative comments about them.   And, candidates will stretch the Start and End dates on their resume for  any number of reasons --- because they feel odd  about having been out of work, because they want to  hide a bad short employment period, or maybe they  were in jail for a period. In fact, "some organizations are now asking candidates for PROOF that they were doing what they said they were doing during any time gaps on their resume." "During tough economic times, employers want to make sure that every hire is the right one, and this makes reference checks more important than ever." Now, some more aggressive hiring managers use  social networking websites such as LinkedIn and  Facebook "to dig up dirt".   Some analyze a candidate's  online information, find individuals who may have  worked with the candidate, and they call those "new  references" that they have "found".    Still others will  "grill past employers in the hopes of getting them to  slip". "Some organizations that have decided to really be aggressive are even asking candidates to sign Waivers promising not to sue a former boss if he  or she says bad things about them." In an even more aggressive stance, they will turn down a candidate if that candidate is not strong  enough to convince their former boss to talk to the  new hiring manager. If you decide to become more aggressive in your  reference checking, we urge you to be careful, and  ask your legal counsel for guidance if there is  any question in your mind. Remember, you can always call   The Integrity Center, Inc.   to discuss topics anytime at   (972) 484-6140.   Helping you with your Risk Management and HR Automation is what we do. EARLIER NEWS ITEMS The Resume    Problem Immigration Reform    Will Mean:    Employers MUST    Enforce    Employment    Eligibility    Verification Economic    Espionage Guerrilla    Reference    Checks The Mobile    Integrity    Connection (tm) NEW U.S.    Law Increases    Employer Risk Time    To    Shred Three New    H.R. Videos "7 Ways    To Avoid    Employees From    Hell" Form I-9 Update    and NEW    Form I-9 Tools New Federal Laws    To Consider Access To News    Items For HR    And Security    Professionals Sarbanes-Oxley    and    Background    Checking Using    Credit Bureau    Reports In The    Hiring Process Talent Assessments    Before Mergers    Acquisitions    or Investments Vicarious    Liability Medical    Identity Theft Federal    Civil    Litigation    Histories New Items    for HR and    Security    Professionals Employers    Offer Help    Fighting    I.D. Theft Avian Flu:    Business Thinks    The Unthinkable New Federal    Rules That    Govern Online    Recruiting Gaffe Shows Need    To Screen Current    Employees At    Promotion Time The    Baby Boomer    Exodus Document    Disposal Law    Kicked In    June 1, 2005 A New Wrinkle    On Age Bias Don't Let Your    Vendors    Compromise    Employee    Identity Data Annoying Hacking    Has Now Become    Organized Crime Persuading    Your Company    Management To    Encourage    Training Mainstream Media    FINALLY Address    Risks Of Using    Databases For    Employment    Screening HR Automation    Can Improve    Company Finances    And Innovation Employers Beware    The    "Seal of Approval" Identity    Verification The    Outsourcing    Hole Cyber Age    Employee Crimes Security Risk    From Mobile    Media Devices More FCRA    Amendments    Could Be Coming    By Year's End The FCRA    Was Amended    On 12/4/03 Physical Security    and Information    Security are    Merging Increase    HR Productivity Homeland    Security    Guidelines Sarbanes-Oxley:    Road To    Compliance WARNING Stored Data    Warning Signs How to FIND,    FIX or FIRE,    Your POOR    PERFORMERS ID Verification --    Inexpensive and    VERY Effective The Darkest Side    Of Identity Theft Companies Dig    Deeper Into    Executive's Pasts Fraud And New    Scrutiny Of    Executives Be Careful With    Instant Messaging    and Wi-Fi STRESS Identity    Management California    Data Privacy Rule Obtaining    Criminal Histories    In New York State "The Privacy Rule"    in HIPAA Putting A Crimp In    The Management    Of Spam New Technology    Facilitates    Corporate    Espionage Identity Theft    Checklist Monitoring    Employees The Domestic    Security    Enhancement Act NEW    Overtime    Pay Rules The High Cost    Of Penny-Ante    Scams "Signs" That    You Need To Do A    Periodic Check FTC Charges A    Company With    FCRA Violations The NEW    Integrity    Connection (tm) Workplace    Safety    Checklist HR is Splitting    Into Two    Separate Parts Keep Your Eye On    RFID Technology Improv At    The Interview Real Security    Won't Come Easy    Or Cheap DOs & DON'Ts    To Minimize    Violence Identity    Theft Snapshots of    Federal Laws TIPS for    Gramm-Leach-Bliley    Compliance The Sarbanes -    Oxley Act NEW Calif.    Background    Checking Laws The Benefits    Of Online    Job Applications Compensation    --- Now It's    Getting Personal The United States    Security Network Supreme Court Limits ADA Supreme Court Will    Review Law On    Age Discrimination Management Sleaze The Examiner (tm) Helps You Uncover The New Face Of Corporate Responsibility The Sarbanes-Oxley    Corporate    Reform Law The Corporate Spy National Wants and    Warrants Illegal No Dangerous    Jobs For Disabled Security    Precautions    for Businesses Terminating    An Employee Listening in an    Interview Arbitration    vs.    Litigation Supreme Court    Eases Rules for    Workers Who Sue Drug Abuse    Statistics The Enemy    Within Priority:    Integrity Funding Terrorism    With    Information Theft Corporate America vs. Copyright Theft Mental Illness    Workplace Costs How to    Fire Properly Lying    On Resumes Workplace    Guidelines    To Be Voluntary