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Because of the large number of job applicants who make false educational claims, Education Verifications are a valuable honesty check, while helping to protect an employer against negligent hiring claims. Education and training are often key to an employee's on-the-job success. An Education Verification search confirms that the education, training, or certification claims of an applicant are true.

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Video Overview on how to properly reference check: 

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Video Overview on how to properly reference check: 

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https://www.youtube.com/watch?v=eTW3aD49z1M

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Too many companies make the mistake of only running background checks of their new hires. Here are five reasons why you should continue to check your employees' backgrounds regularly.

Sometimes, employers think that only doing one background check on each of their employees is enough. The check comes as part of the hiring process, and once the employee passes the check, they are cleared for the duration of their employment. However, this is a flawed system. It doesn't take into account the fact that crimes are committed every day. Just because an employee has a clean record when he or she is hired, that doesn't mean that the person will always be clean. Criminal background checks are a snapshot of a person's past at one point in time; they do not reflect what will happen in the future.

With that in mind, every employer should make a point of expanding their background check policies to include repeat screenings. Perhaps each employee will be required to submit to a check every three to five years, or maybe different workers will be randomly selected every six months for an updated background check. Regardless of how you implement such a policy, here is why you should.

It Protects Your Business from Liability

One of the primary reasons that employers run background checks in the first place is that doing so protects them from liability. If a company hires a person with two drunk driving convictions to a position that involves driving, and that employee then causes a lethal accident while on the job, the employer can be held legally responsible for the incident. "We didn't know about it," is never a valid excuse. Background checks allow employers to know as much as possible about their workers.

The above scenario doesn't change if the driver had a clean record when he was hiring, and received his DUI charges afterwards. By running regular background checks on employees every few years, a company has provided itself with an ongoing guard against such liability.

It Costs a Fraction of What a Potential Legal Fallout Would

Many businesses opt not to perform regular repeat background checks of their employees simply because they don't want to foot the bill. Indeed, having 50 different employees submit to a new background check every year adds up financially.

But let's revisit the DUI car accident scenario. If something like that happens to your company, you are going to face legal costs far outweighing the price of a few background checks. Lawsuits from families of the deceased, government fines for failing to do your due diligence as an employer, lost business from all of the bad PR: these are just a few of the expenses you will have to face if an employee you didn't background check hurts someone or causes excessive damage.

Honor Systems Often Don't Work

In most businesses where continuous background check policies are not in place, the employer instead relies on an honor system. Basically, there will be a stipulation in the employee contract that requires workers to report any criminal charges or convictions to their employer. That way, the employer will be kept aware of any unfolding criminal charges against their staff members, and will be able to take appropriate action if an employee's criminal activity renders them unfit to perform their job.

Unfortunately, these honor systems often don't work because there's no way to enforce them. Employees will keep quiet about criminal charges or convictions because they don't want to lose their job on top of facing legal ramifications. As a result, crimes committed by employees often go overlooked. Having a policy for repeat background screenings in place, especially one with randomly required checks, helps to hold employees more accountable to the honor system model.

Essentially, an employee is convicted of a crime and doesn't want to disclose it to her employer because she is afraid of losing her job. In a company where there is just an honor system in place, she might keep quiet because the chances that her employer will find out about the crime aren't that high. In a company where repeat background checks are required of all workers, she will think much more seriously about disclosing her criminal activity. She knows that her employer will eventually find out anyway, and figures she has a better chance of keeping her job if she is honest and forthcoming.

Changes in Background Check Policies Should Be Applied Across the Board

Company policies change all the time, and that fluidity certainly applies to hiring standards and background check guidelines. Perhaps your business recently switched from state background checks to nationwide checks, or maybe you branched out from criminal screenings to include educational verifications. With such shifts in your policies, older employees should not simply be grandfathered in while new hires are forced to go through a much broader array of background checks.

If you have only been running state or county criminal checks for years, there's a chance you missed something in the record of a longtime employee. Running background checks every year or two allows your business to update individual employee background checks as you update your background check policies-an important step to take.

Ongoing Monitoring is Easy

Running a new background check every few years for every one of your employees sounds like a complicated and daunting process, but it doesn't have to be. On the contrary, many background screening firms offer simple and user-friendly ways to keep up with developments in criminal records. Backgroundchecks.com offers a criminal monitoring subscription service that checks monthly for new records logged under a specific name.
In Conclusion
While it may seem at first like a single background check will do for every person you hire, the truth is that criminal history is ever evolving. Every business needs to protect itself and its customers by making sure that employees are safe and trustworthy. One big component to that is keeping tabs on employees' criminal history, and by implementing a policy that calls for continuous updates on background check information, your business will be able to do just that.

Kavaliro Employment Agency has offices in Tampa, Fla., Charlotte, N.C., Orlando, Fla., Washington, D.C., and Jacksonville, Fla. and can make sure you find the right people for any important role. We are ready and waiting to help you anytime and look forward to hearing from you.

Michael Klazema has been developing products for pre-employment screening and improving online customer experiences in the background screening industry since 2009. He is the lead author and editor for Backgroundchecks.com. He lives in Dallas, TX with his family and enjoys the rich culinary histories of various old and new world countries.

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Five Reasons Why You Should Continue to Check Your Employees' Backgrounds

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Too many companies make the mistake of only running background checks of their new hires. Here are five reasons why you should continue to check your employees' backgrounds regularly. Sometimes, employers think that only doing one background check on each of their employees is enough.

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Check the company’s confidentiality policy. If challenged by the reference about “who is asking,” most reference checking companies will represent themselves as an independent third-party verification service conducting a reference check. In general, the companies won’t misrepresent themselves as an actual prospective employer if they are asked because that is against the law in some states.

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Check the company’s confidentiality policy. If challenged by the reference about “who is asking,” most reference checking companies will represent themselves as an independent third-party verification service conducting a reference check. In general, the companies won’t misrepresent themselves as an actual prospective employer if they are asked because that is against the law in some states.

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Who pays for background checks:

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ACT government workers will have to pay for their own background checks under the government's new working with vulnerable people laws.

While the government has agreed to pay for the first check for staff hired before November last year, it will not fund subsequent checks or vetting for new employees.

Public service unions say the $71 fee is a sticking point in wage negotiations as the mandatory background checks affect tens of thousands of workers.

The government said on Monday it had heavily subsidised the tax-deductible fee, which workers will have to pay every three years.

Thousands of Canberrans who work with children have already undergone criminal background checks before a November deadline for the first phase of the new system.

The checks are compulsory not just for paid employees of organisations but for all people who volunteer in child care and child education services, justice facilities for children, child protection, child accommodation, counselling and support services for children and commercial services for children.

In the years to follow, all Canberrans who work with vulnerable people, not just children, will need to be registered.

The Community and Public Sector Union said it did not believe ACT government employees should have to pay for their own checks every three years.

While unions have broadly welcomed an improved wage offer from the government, the CPSU's ACT branch secretary, Vince McDevitt, said the registration charge could put the brakes on negotiations.

"This is potentially a barbecue stopper," he said. "The problem is that it costs money and they don't want to pay for it.

"We've got schools assistants, people at Bimberi [Youth Justice Centre] ... this is potentially going to hit bus drivers. This will affect one-10th of Canberra's population."

Mr McDevitt said the government's one-off agreement to pay the registration fee for its staff in the first year of the new system was not enough. "They have created the legislation, the obligation and the onus," he said.

"I'm not arguing against the merit of it. But why should we pay it?"

A spokesman for Children and Young People Minister Joy Burch said the government was already absorbing a "significant cumulative cost" by paying for checks for workers hired before November 8 last year.

The spokesman said there was also no registration cost for volunteers. "For future employees who may have to pay the $71 fee it is worth highlighting this is a tax-deductible fee that is already subsidised by the government," he said.

"That is, the fee does not fully cover the cost to the government to administer the check.

"The nominal fee allows the government to fully subsidise the fee to volunteers, which is essential to ensure there is no financial deterrent to those who volunteer to work with children and vulnerable people."

Similar fees were applied by other states and territories operating registration systems, he said.

One advantage of the new system was that the checks were valid for three years even if an employee changed jobs or moved to another directorate.

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Workers to pay fee for background checks

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ACT government workers will have to pay for their own background checks under the government's new working with vulnerable people laws. While the government has agreed to pay for the first check for staff hired before November last year, it will not fund subsequent checks or vetting for new employees.

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Over the past decade, the consumer reporting and background screening industry has seen significant growth. With growth typically comes competition, and with competition usually comes aggressive pricing. The cost of a criminal background check can vary by search type and by screening company (aka Consumer Reporting Agency - CRA). This post is to provide an estimate of what employers and landlords can expect to pay when conducting employment and tenant screening.
When estimating the cost of a background check, there are typically two types of expenses that come into play.

Background Report Cost: What your background check provider will charge you to process and deliver a background screening report. This is the price that is often quoted when shopping background check costs online. (Price ranges are provided below)

Occasional add-on / access fees charged by certain jurisdictions (local courts) and data providers. These are often passed-through to the Employer. If using VeriFirst, we provide a detailed list of ALL access fees before ordering. This means no surprise charges on your invoice. (If using another vendor, ask for the same). Access Fees:

Below is a background screening company's price range estimates for commonly requested background checks.

Type of Background Check

Costs

Identity Checks

Price Range

Access Fee

Okay. So what about those Access Fees?

With certain background checks, jurisdictional and data access fees are charged by select counties, states and data providers. Below is a range. If you would like a detailed listing of current access fees, click here.

Type of Access Fee

Access Fee Price Range

County Court Access

$0 - $30

Statewide Criminal Repository Access

$3 - $65

Department of Motor Vehicle / Driver License

$2 - $20

Employment Verification Data Warehouse

$0 - $15

Education Verification Clearing House

$0 - $20

When shopping background checks, look for transparency.

The cost of a background check will depend on the level of detail you are looking for, as well as the jurisdictions (location) in which you must search.

At VeriFirst, we provide complimentary price quotes in a simple (easy to read) format. Just tell us what you're looking for, or ask our FCRA Certified staff to make recommendations. When it comes to the cost of a background check, we believe there should be no surprises. Contact us for more information.

Editor's Note: This post was originally published in July 2013 and updated in the current year for accuracy and comprehensiveness.

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Cost of a Background Check: How Much Should You Pay?

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Over the past decade, the consumer reporting and background screening industry has seen significant growth. With growth typically comes competition, and with competition usually comes aggressive pricing. The cost of a criminal background check can vary by search type and by screening company (aka Consumer Reporting Agency - CRA).

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Reliable representation?:
http://link.springer.com/article/10.1007/s10672-014-9250-5

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Screening social networking sites:

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Abstract

In the past decade, social networking sites (SNSs) have transformed the way people socialize. They allow individuals to connect globally and instantaneously. These connections, however, generate user profiles that provide an abundance of personal and behavioral information that can be used as a management tool in the selection process and as a way to monitor potentially detrimental employee activities. Employers can, with relative ease and low cost, access information that would not have been otherwise available. Because employees use and view SNSs in markedly different ways than employers view and use them, these conflicting perspectives and different interests pose serious issues as SNSs continue to grow. Regulations typically lag technology, and research regarding SNSs is limited. Thus, while there is clear potential for using SNSs as human resource tools, there are few legal guidelines controlling their use, little knowledge of their effectiveness, considerable disagreement over privacy and ethical issues, and some potential for abuse. Consequently, proponents and opponents continue to debate the legal, ethical, and practical issues of using SNSs in both staffing and employee monitoring processes. This paper examines these issues and provides guidelines on how managers should use SNSs in managerial decision making.

Keywords

Social networking Reference checking Employee selection Employee privacy Electronic monitoring

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Social Networking, Management Responsibilities, and Employee Rights: The Evolving Role of Social Networking in Employment Decisions

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In the past decade, social networking sites (SNSs) have transformed the way people socialize. They allow individuals to connect globally and instantaneously. These connections, however, generate user profiles that provide an abundance of personal and behavioral information that can be used as a management tool in the selection process and as a way to monitor potentially detrimental employee activities.

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Even if you hire an outside source to reference check for employees, still double check them because sometimes they aren't always accurate or can't provide all the information you may need.

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How important is it to check potential employee references? When conducting a hiring process, it's everything. That means priority one in terms of protecting your business and your assets. References including job history, supervisors, credit and criminal background are important for choosing the right candidate, but also, for ensuring a safe and secure work environment. Checking and then double checkingemployee references will save you time, energy and potentially, a whole lot of money.
Accuracy is Key - The Consequences of Misinformation Can Be Dire
When it comes to references, every employer has at least one employee horror story that will never be forgotten. I still remember the day many, many years ago that Employee X was arrested at a work site and carted off to jail. While the employer in this case had made provisions to thoroughly check everyone's references before they were hired, Employee X came out clean. The employer used what he thought was a reputable firm to do the checking, but the information provided was wrong.

What happened? Due to an error made by the reference checking company, all pertinent references were not thoroughly reviewed. It was learned later that Employee X had recently been released from jail in another state. To make matters worse, he was on probation in that state and was not permitted to leave. The kicker? He was in jail for stealing from his employers.

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Consider Outsourcing to an Expert - Choose a Reputable Reference Company
Companies can avoid embarrassing situations by accurately checking the information on a prospective employee's application. Decide whether this process should be done in-house or outsourced to a reputable reference company. Keep in mind that The Fair Credit Reporting act (FCRA) applies and the way in which these checks are conducted can have legal ramifications for your company. Be smart, be diligent and be thorough.

If you do not have a significant amount of experience and time to check references, you may want to consider hiring an expert, but be sure to check their references as well! Ask for testimonials from past clients to ensure the company is reputable and thorough; see if they provide a free trial or sample; and be sure they include criminal background checks - don't just assume they do.
Be Informed
If you choose to check the prospective employee yourself, you should know what you can and cannot verify. Basically, if the specific fact you are checking applies to the job, it is fair game, FCRA regulations apply and you need the applicant's written permission on the application to pursue this information. For instance, you wouldn't check a driving record for an administrative assistant, but you would for a delivery person. It is important to remember the following rules regarding reference checks: you must be consistent with all applicants and hold all applicants to the same standards. As a final best practice you should also carefully document the responses you receive - you never know when you may need to provide them back to the applicant.

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Check and Double Check Employee References - The HR Team

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How important is it to check potential employee references? When conducting a hiring process, it's everything. That means priority one in terms of protecting your business and your assets. References including job history, supervisors, credit and criminal background are important for choosing the right candidate, but also, for ensuring a safe and secure work environment.

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The manager that the candidate will work under

The HR-department will assist or perform the reference checking.

You can also choose to outsource the reference checking to a specialized firm.

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Westpacs policy to deal with conflicts of interest

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Westpacs policy to deal with conflicts of interest

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They require their staff to:

Seek the consent of senior management before accepting a directorship on the board of a non-Westpac Group company

Disclose any material interests they have in our customers to their manager and not manage customer relationships where they have such an interest

Not participate in business activities outside their employment with us (whether as a principal, partner, director, agent, guarantor, investor or employee) without the approval of management, or when it could adversely affect their ability to carry out their duties and responsibilities

Not solicit, accept or offer money, gifts, favours or entertainment which might influence, or might appear to influence, their business judgment

Maintain their own accounts with the Westpac Group in accordance with the accounts' conditions and accept the consequences (including fees or penalties applied) if any of their own accounts are not properly maintained

Not process their own transactions or those of their friends, relatives or business associates

In meeting sales targets, they place the interest of our customers first and only recommend customers move their funds to new accounts or purchase new products or services when it is in their best interest to do so.

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Remember to check if the candidate has any conflicts of interest:

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Remember to check if the candidate has any conflicts of interest:

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A conflict of interest will arise when a person is exposed to a situation that has the potential to undermine their impartiality because of the possibility of a clash between their self-interest and their professional interest. (http://www.businessdictionary .com/definition/conflict-of-interest.html)

It is important very important to check if the candidate has any relationships or commitments to other organizations that can possibly result in a conflict of interest so you can take the correct precautions.

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When reference checking goes wrong: Myer hires top executive with fraudulent CV.

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When reference checking goes wrong: Myer hires top executive with fraudulent CV.

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Myer hired Andrew Flanagan and sacked him on his first job-day because of false references.

What is interesting and rather embarrassing for Myer in this case, is that Andrew managed to pass the "extensive" background checks conducted by Myer and their contractors. This proves Myer did not have the correct HR-practices in place, which could have catastrophic consequences in the long run for Myer and their shareholders.

Furthermore, this mistake undoubtedly reduces the credibility for Myers management team and harms their employer brand.

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PROS: Saves you time and effort, you can let skilled/specialised people handle the interviewing.

CONS: Can be expensive, you may not get all of the necessary information.

This Australian company offers reference checks for $60 each:
http://www.recruitcheck.com.au/

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     Interview template when hiring a bank manager:

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     Interview template when hiring a bank manager:

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1. Verify date of employment.

2. Verify job title.

3. Verify job duties. (make sure to compare to information given by the candidate)

4. Ask about their salary.

5. Ask for the reason to why they left the company. (if applicable)

6. In general, how keen and quick is the candidate in understanding and dealing with business situations?

7. How would you describe the candidates ethical ability?

8. How good are their mathematical skills?

9. In general, how good would you say the candidate are at managing people? "Can you desribe a specific example of when you observed the candidate dealing with a poorly performing employee?"

10. How is the candidates communication and negotiation skills? "How did they deal with unhappy customers?"

11. How good would you say they are at directing team/staff meetings?

12. How focused would you say the candidate are at ensuring a high level of customer service?

13. How good was the candidate at providing mentorship, training and direction to their staff?

14. Would you hire this person again?

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Cause for Lawsuit:

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The other day I received the following email:
"Hi Paul ... I tried calling your mobile but it just rang out. You may be traveling. I was hoping to take up 2 minutes of your time to grab a quick reference on Liz Jennings who used to work for you. No problem if you can't call back. But could you please just shoot me through a few sentences about Lizzes' work performance while she reported to you. Thanks ..."
Hopefully I'm not the only one who thinks there are so many things wrong with this situation.

" 2 minutes to grab a quick reference"? Perhaps the person emailing me doesn't realise (or care) that I managed Liz for close to 5 years. Surely they would want to spend a bit more than 2 minutes speaking to someone that has actually managed the person you're wanting to hire?

Maybe?

" Shoot through a few sentences"? How could I possibly summarise a 5-year work history in 2 sentences? Would you seriously make a major hiring decision based on " Liz reported to me for 5 years and was a good team player. I think you should go ahead and employ her. "

Really?

Yes - Liz Jennings did work for me. From 2003 - 2007! When she left she actually moved into a completely new industry. I wouldn't have the faintest idea what she's been doing since then.

Shouldn't you be speaking to a slightly more recent (or relevant) manager? Or at least someone who can talk about what she's been doing for the last 9 years?

" Lizzes' "? Come on. Spell check please.

1. Take the reference checking process seriously

It's frightening to think of the number of people who will actually bring someone into their organisation relying on the feedback gained from a 2-minute phone conversation. Perhaps trusting a 2-line email; or maybe without even carrying out any reference checks at all. They're usually badly burnt after 3 - 6 months of the new employee being in the job.

This is probably a good time to remind you that the cost of a poor hire (someone who leaves because they feel the job isn't for them or who you need to let go because they're just not up to scratch) can be as high as 3 - 4 times their salary.

A very costly exercise indeed.

2. Conduct at least 2 verbal reference checks

There are candidates out there who look great on paper but who perform poorly during interview. But there are also candidates who perform very well during interview but once they are on the job it's a different story altogether.

CVs can be embellished, and it's even possible to become a 'master interviewee' with a bit of coaching or plenty of practice. The good news is that there is a way for you to ensure that the person you initially discovered on paper and the person you then thought performed strongly at interview is actually who they say they are.

Before you bring anybody new into your team you should really carry out two verbal reference checks. It's the perfect way for you to understand how they really perform on the job (the good and maybe even the not so good) before you find out ... perhaps the hard way.

3. Plan your questions carefully

When you are speaking to a candidate's former supervisor, please don't just ask them questions like " was she a good staff member?", " how many sick days did she have?" or " on a scale of 1-5 how would you describe his integrity? ".

You're really not going to learn that much.

You need to think back to the core skills ( the job description) as well as the core competencies and key success measures ( the performance profile) that you had created for the job.

If during your interview you asked the candidate questions around communication, decision-making and time management, you should then ask the referee (ideally the candidate's former boss) exactly the same questions.

" When did Nick ever have to "sell" an idea to a co-worker? How did he do it? "

" Can you give me an example of a time when Ken had to be quick in coming to a decision. What obstacles did he face? What did he do? "

" Please describe a situation that required Narelle to do a number of things at the same time. How did she handle it? What was the result? "

The questions you ask should prompt the candidate's former supervisor to talk about the candidate's actual past experiences and behaviour - ideally in more than just a 2-minute quick call.

The responses to these questions will certainly tell you more than whether Liz was nice to work with, was usually punctual, had minimal sick days or whether she was proficient in Excel.

4. You're allowed to ask one hypothetical question

One question you might also want to consider asking at the very end of every conversation with a referee is something along the lines of " So would you ever re-employ [insert name here]?"

This should be the only hypothetical question in the entire discussion. But the answer to this question can speak volumes. After all, there is a huge difference between " Um ... yeah ... I guess so", " Yes ... yes I would", and " I'd have her back in a heart beat ".

5. Take detailed notes

It's always a relief when you hear positive feedback about the candidate you are so desperate to hire. In fact you may have even already made them an offer (I'll leave tips around making an offer subject to references for another time).

But it's still important to take notes during your calls with past employers. You never know when you might need to refer back to some of the comments further down the track (e.g., during performance reviews).

If one of the two reference checks is glowing and the other is mediocre or even negative, you should try to conduct a third check just to ensure you iron out any disparity.

6. Beware of fake referees

You wouldn't believe how many so-called professional candidates out there will provide fake referees. When someone is desperate to get a new job, they'll resort to anything.

Over the years I have personally caught many candidates out who gave me the names of so-called previous 'managers' who in fact turned out to be either friends or colleagues.

Make sure you're really talking to a previous employer. Do your due diligence. If a candidate gives you the details of a past boss, check them out on LinkedIn, and ideally call them on a land line at the organisation. Better still, after you've spoken to them, connect with them on LinkedIn and thank them for taking the time to speak to you. You'll quickly find out if you actually spoke with an 'imposter'.

" Hi Paul. Thanks for connecting with me on LinkedIn. I think you might have the wrong Trevor Bassinger. We've never spoken. "

The name has been changed here. But I remember exactly how I felt when I received this message ... when I'd already made the offer to the candidate on behalf of my client 2 days earlier.

7. Don't put words in their mouth

Once again while you might be keen to make an offer to a rock star candidate (and this definitely applies to all you recruiters out there too!) try to avoid manipulating the conversation to go in your favour.

So steer clear of comments like:

" What you're saying is that Liz interacts well within a team, right? "

" We're looking for someone with outstanding customer service skills. Liz was part of your customer support team, wasn't she? "

" You mentioned you're out of the office a lot. Maybe that's why you think Liz was difficult to manage. I'm always around so it shouldn't be a problem ... "

I've actually heard this last one. It's not even a question. It's simply an attempt to 'justify out loud'!

Oh ... and if a referee is gushing with praise and can't fault your candidate in any way at all, that should ring alarm bells too. Even the greatest employees can improve in one or two areas.

How does that saying go? " If something seems too good to be true, it probably is".

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7 Tips for Conducting a Proper Reference Check

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The other day I received the following email: "Hi Paul ... I tried calling your mobile but it just rang out. You may be traveling. I was hoping to take up 2 minutes of your time to grab a quick reference on Liz Jennings who used to work for you.

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                 How to conduct a reference check: 

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                 How to conduct a reference check: 

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1. Start by making sure you know whether the candidate currently holds a position in the company you are contacting or not. If they are, you may need to ask the candidates permission to contact their supervisor, who may not know they are on the job market. You should also prepare structured questions in advance.

2. After this is done you can contact the referee. If you can’t get a hold of them, contact the company directly and ask to speak to someone in HR. You can also send an email but this is not preferred.

3. Explain who you are, why you are contacting them, and who you are inquiring information about.

4. Start with verifying the basic information given by the candidate, such as the dates of employment, job title, salary, and end this part by asking why they left. There is a possibility that the person you are speaking to won’t disclose parts of this information due to company policy, time-restraints or any other reason.

5. When this is done, you can start to gather new information about the candidate. You may ask specific questions regarding their character, their behavior and how they have acted in certain situations. Use structured questions, and try to get a solid picture of who the candidate are.

6. When you are done interviewing the referee, you may ask to be forwarded to another person in their company that knows the candidate. This may give you a broader and more reliable picture of the candidate.

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Education Checks are a vital part of the pre employment screening process. An educational background is a requirement for many jobs, and an employer may ask for job applicants with a master's or bachelor's degree, or vocational training in the job area. Education Checks validate a candidate’s educational history, confirming the establishments attended, the dates of attendance, the courses studied and the qualifications gained.

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- 96% of employers use reference checks when evaluating their applicants.
- 21% of applicants are removed from consideration after doing a reference check and speaking to their professional contact.

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        When reference checking goes wrong: The hiring of  the doctor Paolo Macchiarini 

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        When reference checking goes wrong: The hiring of  the doctor Paolo Macchiarini 

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When the HR-department in the Swedish hospital "Karolinska Institutet” conducted reference checking on Paolo Macchiarini several of his former employers they contacted stated that Paolo had significant difficulties adapting to common rules and practicies, and that he wasn’t a team-player and often lied.

They hired him anyway.

A short while later he ended up killing three people while performing a completely untested and new procedure. He later described the procedures as a success and published falsified articles in a medical journal.

Paolo caused significant damage to the hospitals reputation and was obviously let go from his position, and several people in leading roles were forced to quit their jobs.

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http://www.casebriefs.com/blog/law/health-law/health-law-keyed-to-furrow/liability-of-health-care-institutions/kadlec-medical-center-v-lakeview-anesthesia-associates/

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Educational background check in Australia

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Educational background check in Australia

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educational background check in australia

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australian background check for education

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Educational Background Check in Australia - CIIW

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Educational Background Check in Australia is very easy now. CIIW provides you all edcuation related and institutions related details very quick in a proper manner.

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How Do Employers Check Education Background?

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How Do Employers Check Education Background?

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The Society for Human Resource Management recommends that employers use a trusted background screening company or verify education credentials only through direct contact with the school. Employers have several resources that are in line with those recommendations.

·          National Student Clearinghouse
Employers may pay a small fee to the National Student Clearinghouse to verify education background.

·          Diplomas and Certificates
Employers often request a copy of the official document you received upon completion of an education program to verify your education background.

·          Official Transcript
Employers often request an official transcript to verify your attendance or graduation at a college or university.

·          Pre-Verification and Background Check Services
Employers may check your education background through a job applicant pre-verification service you can use.

·          Tests
Educational background checks can also include tests.

·          Interviews
An interview can also confirm that a job applicant has attended a specific university.

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Sample of Education Verification

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                     What is reference checking?

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                     What is reference checking?

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Reference checking is about validating a candidates employment history. This is done by contacting former and/or current employers of the candidate in order to get it confirmed  that the information given by the candidate matches the reality. When speaking to the referee its also a good idea if you ask for additional people you can contact.

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Financial planning association of Australia

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Financial planning association of Australia

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GPO Box 4285
Sydney NSW 2001
p: 02 9220 4500
f: 02 9220 4580
email: fpa@fpa.com.au

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Level 3 56 Pitt Street,
Sydney NSW 2000

Telephone: +61 2 8298 0417
Facsimile: +61 2 8298 0402

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Contact details for 3 typical professional memberships for bankers:

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Contact details for 3 typical professional memberships for bankers:

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Australasia's premier membership organisation for finance professionals

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Australasia's premier membership organisation for finance professionals

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+61 2 9275 7900

membership@finsia.com

PO Box H99,
Australia Square Sydney
NSW 1215 Australia

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27% of applicants have given false references and 11% have falsely claimed to have a degree.

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How you check a professional/technical membership:

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How you check a professional/technical membership:

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Make contact directly with the professional and technical bodies that the candidate list as a reference and make sure you remember to validate:

1. The candidate’s membership. Can the person you talk to present any valid proof that the person is a member in their organisation? Ask them to send you a certificate or database ID that proves this if it is necessary.

2. The type of membership. Make sure you control that the membership type matches the one outlined by the candidate. What type of membership is it and how valued is it?

3. The date of membership. When did the candidate become a member? Does it match with the date provided by the candidate?

4. Any qualifications gained. Make sure to understand what qualifications the candidate has achieved.

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A membership in a particular professional or technical body can make a job application look extra compelling, and therefore they are verify as well.

Example of what can be a relevant institute for a bank:

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What type of information will employers ask for when they verify my references?

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What type of information will employers ask for when they verify my references?

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https://www.thebalance.com/employment-verification-and-reference-checks-2058433