Economic data are pointing to a recovering economy, which means organizations are starting to hire again.
But because of most interviewee’s financial situations, will their resumes always be accurate? In other words, will some applicants inflate their qualifications or otherwise stretch the truth on their resumes in order to better compete with the hundreds of similarly-skilled workers for the few jobs opening up? Or even worse: could applicants with secrets to hide do things to obscure their secrets?
Given these certainties, employers must brush up on not only their interviewing and hiring skills, but learn about how to use FaceBook, Google, and other “new” methods for doing background checks – plus know what they can and can’t do legally if they find problems!Learning Objectives
About Your Speaker
- How to set good background checking requirements and discover factual information without violating laws and overstepping regulatory agency guidelines
- Laws that apply to background checking
- How much information do we need?
- Diploma mills
- Educational, certification, and licensure guidelines
- FCRA and 3rd party background checks
- Recruiters and Temp agencies
- Criminal background checks and mistakes
- The proper and legal processes if you find falsehoods
Teri Morning, SPHR, has over 15 years organizational development and teaching experience in a variety of professional fields for both profit and non-profit companies.
In addition to a MBA, Teri also has a Master’s degree in Human Resource Development with a specialization in Conflict Management, is certified in mediation skills, is qualified as a Myers-Briggs practitioner, and holds the SHRM certification of a Senior Professional in Human Resources (SPHR).PHR / SPHR Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute.