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Jaycee Brown

Jaycee Brown

Director of Communications

Recommended Resume Review

Excerpt from the Society of Human Resource Management article link below:

When checking out a resume, start at the top, with the applicant’s name and address.

“If a candidate is lying about their name or address, what else are they hiding?” she asked.

Identity checks can be done by verifying a Social Security number, global passport or government-issued identification card.

A key part of a reference check is to independently verify that past employers are real, and the contact numbers are legitimate.

And since an employee’s past can often be prologue, an employer has a vested interest in finding out how the applicant performed in previous positions.

“Many human resources professionals believe that how a person has performed in the past is the single best indicator of how they will perform at your business,” said Lester Rosen, an attorney and the CEO of Employment Screening Resources, a background screening firm based in the San Francisco Bay Area.

The HireRight survey found that only about half—49 percent—of employers check applicants’ education credentials. Candidates have inflated their grade point average, claimed to have received an academic honor that they didn’t earn, or even made up a degree altogether. Also, employers should be aware of “diploma mills,” or phony schools that will provide job applicants a certificate or degree for a price.

“Anyone with a printer, computer and credit card can instantly achieve any degree they want from any of approximately 10,000 fake schools around the world, which are often ‘accredited’ by fake accreditation agencies,” Rosen said.

The FTC offers a website with information to help employers recognize education scams.  

Screening Companies

“The best use of a screening firm is for the methodical verification of employment, credentials and education after a hiring decision has been made,” Rosen said. “Many background firms have a great deal of automation that allows the task to be completed very efficiently and cost-effectively.”

Prices can vary greatly depending on what types of information are being checked, Gill said.

“While simple database searches are the least expensive, these are less accurate than a more in-depth check that can provide additional verification including past employment, job titles held, educational credentials and professional licensing.”

As a rule of thumb, the cost of a reference check typically is less than an employee’s first day on the job, Rosen said.

“The exact amount depends on how many past employers, schools or licenses are checked as well as the employer’s volume of business and business needs.  But the amount is generally minimal compared to the damage just one bad hire can cause.”

For instance, a bad hire—especially one that an employer didn’t thoroughly screen—can be a legal risk.

“[Screening] demonstrates due diligence in case a firm is ever sued for negligent hiring,” Rosen said. “Even if all the employer gets [from a previous employer] is verification of the past employment, dates and title, that at least verifies the application, so the employer knows the past employment is accurate and real.”

SHRM Online editor Roy Maurer contributed to this report.

At Eassist our vetting and applicant screening process includes a background check,  job reference check, skill vetting and a personal interview before hiring.


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