ShareThisDear Mr. Walberg:
I've heard that because of the current state of our economy, employers are doing deeper background checks on applicants than ever before. If this is true, how do you hide the fact that you left a previous employer because of a conflict with a supervisor. Won't that come out in any reference check?
E-mail from T.T. in Pennsylvania
Dear T.T.:
I'm not sure that we can blame deep background checks only on the current state of our economy, but some employers are taking incredible steps to check out applicants, depending on the nature of the industry and the job function in question.
To answer your direct question, when applying for jobs, always be honest. Don't change dates, titles, or reasons for leaving, but you also don't necessarily have to give your supervisor's name. If asked for your previous supervisor's name, refer to your previous human resource manager, period. In most cases, employers want HR to handle all requests for references on previous employees, and only give out basic information. So, don't open a box full of problems if you don't have to.
Understand, however, that applicants are being examined as close as technology permits, depending on the industry and job function. According to Documented Reference Check (badreferences.com), some employers are using a wide variety of resources, including the following:
-- Voice analysis to discover integrity problems and risk potential.
-- Saliva is examined for testosterone levels, supposedly an indicator of aggressiveness, a vital quality for some positions.
-- Drug testing, particularly in government jobs.
-- Chromosomes are being examined by larger corporations, inviting misuse by discovering pre-existing conditions of applicants who may over-use company's insurance programs.
-- Handwriting can be analyzed to spot career weaknesses and medical problems.
According to Documented Reference Check, you run a double risk of how your references are presented to prospective employers if you left on bad terms. You don't need the help of vindictive supervisors.
Be honest, be positive, sell your strengths and accomplishments, and refer all prospective employers to human resources, period!
On a much less threatening level, be careful of what you post on social networking Web sites like Facebook, and change your cutesy e-mail address to something simple for job searching -- like your name!
(Marvin Walberg is a job search coach. Contact him at mwalberg(at)bellsouth.net, marvinwalberg.blogspot.com, or PO Box 43056, Birmingham, AL 35243.)
GETTING HIRED
Background Checks Go Deep --But not that deep!
I read with great amusement the Orwellian notion put forth by Marvin Walberg that employers are examining saliva for testosterone levels, chromosomes for defects, using voice analysis to discover hiring risk potential or using handwriting analysis to look for medical problems.
Our company, A-Check America, provides employment screening services to large corporations and government entities. Not a single one of our more than 3,000 clients use such odd, and potentially illegal employment screening methods. If they are, they certainly don't do it through a legitimate employment screening services provider.
Employers generally want to verify your past employment history, your criminal record background, your level of education, your credit (if the position requires monetary responsibilities), and possibly do a drug screen. They may use aptitude and "personality" tests to further screen candidates.
Walberg is correct about the social networking sites. They may be social, and considered personal by users, but they are in the public domain, which means they are fair game to employers.
There are other "deeper" methods, but they basically look further into the categories listed above by checking more sources of information, or are specialized to the position, ie: Professional licensing verification, etc.
Background Checks Go Deep:
Had to laugh at the comment section. Today I have had telephone calls offering our HR Dept., handwriting analysis; IQ tests; Criminal Records check; Video Surveillance; Keystroke monitoring. I haven't even discussed what we get in the mail. Look, let's just admit that all our HR Departments are nothing short of a detective agency. Let's not kid ourselves.
Slate Levy/HR Director
Background Checks Go Deep
I think that's what Mr. Walberg was trying to bring out in his article. There is a gigantic market of companies who service the HR Dept to check employees out.
You can count on one hand the number of companies who help the poor employee to defend themselves.
Mr. Walberg deserves cudos for letting us know about out slim options. It's all we got.
BACKGROUND CHECKS GO DEEP:
Have you ever asked potential employers what they found out? They won't tell you. They have all these services at their disposal, but all we have is badreferences.com. HR Departments! Can you see why your employees are peeved?