Social Networking Background Investigation Process: Beware

Employers' use of the company Social Intelligence to "scrape" the Internet -- particularly social networking sites -- for background information on jobseekers has raised alarm bells with government regulators. Recently, the Federal Trade Commission reviewed the firm's operating practices, which include innovative "deep search" mechanisms, and concluded that it is in compliance with the Fair Credit Reporting Act, which generally prohibits reporting agencies from investigating job applicants without their permission. The law also requires that jobseekers be given a chance to respond to disputed information. Despite the alleged search mechanisms that are not invasive, Democratic Sens. Richard Blumenthal of Connecticut and Al Franken of Minnesota, both congressional privacy advocates, recently sent the firm a letter demanding to know how it collects and distributes its information. The interesting part of the law is that it only focused on the use of the information but not the gathering or potential illegal gathering of said information. The senators want to know if websites' "terms of service" are being violated to harvest background information and if "inappropriate" information is being fed to employers about jobseekers.
Has your company reviewed its process for Social Networking Background Investigations? Visit us at www.allianceinvestigative.com for more information to ensure that you are compliant and not in violation of any of the laws/regulations surrounding this new practice.

Consent Based SSN Verification Search - CBSV

Background Investigations should be conducted utilizing a mythodical process involving several steps. Among those steps are developing a policy surrounding proper background investigation levels based upon the position(s) being filled. In addition, said levels should be relative to the specific job duties/functions.
A new search was recently launched, termed a Consent Based SSN Verification (CBSV) Search. This new search, offered which offers employers the ability to help fight the Identity Theft/Fraud spectrum of a Background Investigation.
The CBSV verifies whether a name and Social Security Number (SSN) combination match the data in SSA’s records. The submitted information is matched against SSA’s Master File of Social Security Numbers (SSNs). The matching elements include: Social Security Number, name, date of birth and a gender code if available. Each SSN and name combination submitted to CBSV will be returned with a “yes” or “no” verification code indicating that the submission either matches or does not match our records. If applicable, we will report a death indicator when our records reflect that the SSN holder is deceased. Please note that the results obtained from CBSV do not confirm or authenticate "proof of identity”.
This search will help limit the number of false positives which occur when an incorrect SSN is provided tied to a candidate for employment. This search should not be mistaken for a SSN/Address History Search which verifies a person's address history and provides a list of name(s) associated with the subject along with potential addresses utilized. This is critical in not only establishing the correct identity of a subject/applicant, but also in determining the area(s) in which to perform the background investigations.
For more information concerning identity verification searches, SSN/Address History, or other Background Investigations, visit our website at www.allianceinvestigative.com

BACKGROUND INVESTIGATIONS: THE DIFFICULTY IN THE RISK & COST OF CONTINGENCY BASED INVESTIGATIONS

Has your organization faced the issue of contingency based Background Investigations? According to the U.S. Chamber of Commerce, U.S. businesses lose more than $50 billion annually due to employee theft and fraud. In addition, more than 18 percent of violent crime is tied to the work environment. With that being said, according to information obtained, only 35 percent of companies require background screening on contingent workers. In the face of these numbers, companies may be more inclined to revisit that process. Prior to doing that it is critical to review the employment screening process carefully before jumping into it to ensure compliance. Implementing the wrong methodology and practices could cause unnecessary legal conflicts including possible litigation for your organization.

That warning applies to employers at all levels — even the federal government. For instance, the U.S. Census Bureau is embroiled in a lawsuit for allegedly screening out temporary census takers last year based on decades-old arrest records for minor or unconvicted offenses. Meanwhile, the Equal Employment Opportunity Commission (EEOC) is currently reviewing its 20-year-old background check guidelines regarding criminal and credit histories, because the policies may discriminate against minorities.

To ensure that your organization is compliant with the legal pitfalls of due-diligence based investigative screening, contact Alliance Worldwide Investigative Group - www.allianceinvestigative.com today for more information. Alliance Worldwide Investigative Group Inc. is a full service corporate investigative firm serving the needs of employers globally in mitigating losses through due-diligence based investigations, including Workers Compensation and Insurance Fraud Investigations, Anywhere.

EEOC Explores Changes on Employer Use of Criminal Background Investigations

EEOC Explores Changes on Employer Use of Criminal Background Investigations....to further limit employers in the hiring practices...

On July 26 the Equal Employment Opportunity Commission (EEOC) held a hearing to examine the use of arrest and conviction records as a barrier to employment. SHRM’s research on employer use of criminal background checks was cited by one of the panelists as an illustration of how HR professionals grapple with making good hiring decisions while maintaining safety in the workplace.
Against a backdrop of high unemployment, several Commissioners expressed concern that a criminal record may act as an obstacle to employment. The issue is whether an employer’s policy against hiring applicants with a criminal history may result in a disparate impact on protected groups.
With respect to conviction records, the agency requires an employer to show that it considered the nature and gravity of the offense(s); time since conviction and/or completion of a sentence; and the nature of the job held or sought. Acknowledging the complexity of the problem, several Commissioners expressed interest in revising current guidelines to make an employer’s requirements more specific.

This was the latest in a series of meetings the EEOC has held examining barriers to employment, including issues such as credit checks, older workers, and discrimination against the unemployed. Alliance Worldwide Investigative Group can assist with helping to formulate policies concerning preventing EEOC discrimination concerns. Written comments from the public can be filed with the agency until Aug. 10. To learn more about the recent hearing, read testimony, or find out how to submit comments to the EEOC, contact Aliance Worldwide Investigative Group offices today, at sales@allianceinvestigative.com.

New bill introduced would make it illegal for employers to use credit history for background investigation and employment decision

Background Investigations have changed the way employers look at candidates for employment and help with mitigating the potential losses from a negative hiring decision. At the same time through the years more and more employers have increased the level of searches being conducted and also have implemented new procedures to increase scrutiny of candidates.

From Address History/Verifications, Criminal Histories (all levels), References, Employment, Education, Civil Actions, employers have also been using Credit Reports and credit scores when making an employment decision. . As employers have become more selective in their hiring practices, candidates who have failed to secure employment, for a multitude of reasons are now fighting back.

The House Financial Services Committee has a bill pending, titled H.R. 321, with respect to the use of credit reports in background investigations process. This bill would make it illegal for employers to use credit history for employment decisions. This could be problematic for many employers who currently use credit reports as a means for a hiring decision. Some states have already implemented this practice, such as Illinois where it is now illegal to use credit reports as a means for background investigations.

To ensure that you are compliant with the state and federal laws governing background investigations, visit and stay close to the developing changes.

For an assessment of your current practices and recommendations on effective hiring practices, reach out to a representative at Alliance Worldwide Investigative Group Inc. today, at 800-579-2911.

Definition of a thorough background investigation...

Have you ever been tasked with conducting a thorough background investigation but often times face the issue of defining "thorough"? In light of the economy have your parameters for conducting background investigations in ny and throughout the US changed? At Alliance Worldwide Investigative Group, we work with employers of all sizes to help structure a thorough pre-employment investigation process.

Thorough background investigations should be conducted on all levels of employees. Think about the ramifications of a bad hire, the cost associated with one bad hiring decision could cost your organization dearly. Regardless of the position being applied for, there are no positions that exist where a thorough background investigation can be overlooked. All background investigations should begin with a comprehensive SSN Verification with Address History. Once completed, it should following with verifications of identity, as well as name match to the original application/documents. A criminal convictions/complete history should be conducted, on all levels; including but not limited to county, state, and federal level criminal convictions. In some states, such as NY, a comprehensive statewide criminal convictions search encompasses felonies in every county as well as misdemeanors in over 850 reporting towns and villages. Once the criminal convictions research has been completed, additional investigations relative to the position should be conducted.
For more information about how to implement a comprehensive background investigations for your organization, contact us at allianceinvestigative.com href="http://allianceinvestigative.com">

Employers hire investigators to check on sick-time claims

Mario Pecoraro, CEO of Alliance Worldwide Investigative Group Inc. made a guest appearance on the FOX Business Network - Neil Cavuto Program on Wednesday December 29, 2010. The interview consisted of a discussion concerning the use of investigators by employers and what circumstances typically lead to a firm hiring an outside invesigator. Firms typically employ investigators such as Alliance Worldwide Investigative Group at various intervals, both pre and post-hire employment situations. Employers must be vigilant in ensuring that they have made effective and wise decisions in their pre-employment and post-employment hiring practices.

Employers must realize the importance of properly screening employees by conducting thorough background investigations before hires are made, and then ultimately conducting post-hire screenings on a regular basis. This post-hire investigation process is often termed as Infinity Screening.

Alliance Worldwide Investigative Group Inc., performs background investigations and pre-employment screening in NY and throughout the entire US and internationally. In addition, the firm is involved in all forms of corporate and insurance fraud investigations for businesses throughout NY, and the entire US, including Florida, New Jersey, New York, Connecticut and more.

Alliance Worldwide Investigative Group also conducts complete insurance fraud and workers compensation investigations throughout all of NY, as well as claims investigations NJ, claims and surveillance in Tri-State/NY area and more.

For more information or visit