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Jason Morris Blog

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New online service equips job-seekers to screen themselves and uncover any potential negative history ahead of potential employers

Cleveland, Ohio (PRWEB) February 17, 2010 — With the release of TransparentMe, job-seekers can discover any skeletons in their closet before a potential employer does.

The public records provider allows candidates to perform an online criminal background check on themselves in a matter of days or even minutes – revealing any negative information that could keep them from landing their next job. With identity theft on the rise, the service can also serve as an alarm that one’s identity has been compromised.

“In today’s hyper-competitive job market, a background check can make the difference between landing a dream job or being cast aside in favor of someone else,” said Jason B. Morris, co-founder and principal. “TransparentMe equips a job seeker with information so they can be proactive with a potential employer instead of defensive.”

“More companies than ever are conducting background checks on their job candidates – as many as 85 percent of all employers,” said Nick Fishman, co-founder and principal. “Also, identity theft is forcing candidates to find out the hard way that their character and personal information has been tainted. TransparentMe arms people with knowledge so they can avoid unpleasant surprises that might impact their future career.”

The service is offered in three package levels: Basic ($19.95), Enhanced ($34.95), and Comprehensive ($69.95). All levels provide the following three services:

- Identity Verification – This search conducts a social security number trace, ensuring that an individual’s number isn’t being used by anyone else. The trace also provides a history of addresses where a customer has applied for credit. Most employers use this type of search as a roadmap to determine which court jurisdictions should be researched for criminal records and what names to check.

- National Criminal Records Database Search – A search of databases that comprise millions of records from various sources in the United States. These records are obtained by commercial vendors from several different sources including: County Court Houses, State Departments of Incarcerations, State Record Repositories, Probation Departments and Townships.

- National Sex Offender Registry Search – This multi-state database search provides sex offender case information in an easy-to-read report. Extensive search capabilities will check registered sex offender data sources nationwide, including: Bureaus of Investigation, Departments of Law Enforcement, Departments of Corrections, Departments of Justice, Departments of Public Safety, Sheriff’s Departments, State Attorney General’s Offices and state police agencies in all 50 states and the District of Columbia.

Basic level results are available within minutes. The Enhanced level includes the above services as well as the following searches:

- Current County of Residence Criminal Records Search: An on-site manual search of the superior, upper, lower, and/or municipal court records in the user’s current county of residence. A national network of professional court researchers covers all 3,500+ county court jurisdictions and will indicate if a subject has a felony, misdemeanor and possibly an infraction filing within the last seven years or longer.

- Homeland Security Search: This security check cross-references the user’s name against more than 14 worldwide known terrorist and fugitive databases that include individuals, organizations and companies considered a threat to global and national security. The Homeland Security Check database is updated daily as various lists are modified.

Results for the Enhanced and Comprehensive levels are available in one to four days. The Comprehensive level includes all five services above, but also allows users to conduct a criminal records search in up to five counties across the country.

Add on services such as Employment Verifications, Education Verifications, Reference Interviews and Professional License Verifications are available on all of the above packages.

About TransparentMe
TransparentMe is a public records provider that allows job candidates to gain a competitive edge in finding the perfect job, through self-administered background checks. Our approach is simple: provide clients with the peace of mind that there won’t be any surprises when prospective employers conduct their own due diligence. For more information, contact: www.transparentme.com.


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FALLS CHURCH, Va. & IRVINE, Calif. - (Business Wire) US Investigations Services, LLC (USIS), a leading provider of pre-employment and drug testing screening solutions and the largest provider of security investigations to the federal government, and HireRight, Inc. (NasdaqGM:HIRE), a leading provider of on-demand employment background and drug screening solutions, today announced that the companies have signed a definitive agreement to merge through a transaction valued at approximately $195 million.

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With background screening now the norm, employers and employees should be aware of how checks are done and how to protect themselves

by Chad Terhune

Most jobs nowadays, from cashier to a senior executive, require a background check. And more employers are vetting longtime employees, too. These investigations are done increasingly by outside screening companies. Here’s some things applicants and employers need to know:

Job Applicants

Check prior background reports. Under federal law, you are entitled to a copy of any background report that had been done on you, for a minimal fee of $10 or less. In three states, California, Minnesota, and Oklahoma, they’re free. You need to know which screening firm out of the nearly 2,000 nationwide did the report. A previous employer can tell you and then contact the screening company directly.

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Sheriff says proposed legislation to reduce gun violence is good start

GOSHEN – Governor Paterson Monday proposed legislation designed to reduce gun violence without infringing on the rights of law-abiding gun owners and at first blush, Orange County Sheriff Carl DuBois supports it.

The governor’s bill would allow relevant mental health records to be included in the National Instant Criminal Background Check System; improve the use of the state’s Combined Ballistic Identification System in solving gun crimes; update and clarify the state’s gun licensing laws; and provide for increased security at gun shops, including requirements for licensing and training of employees who handle guns.

DuBois said they merit a close look. “I think that anything we can do with legislation to make our communities safer, anybody in law enforcement would be all for that,” he said. “I would like to her both sides of the argument because there is going to be debate on this issue. I would also be interesting in seeing if it passes constitutional muster.”

State Police Superintendent Harry Corbitt said the proposed legislation “would strengthen enforcement’s ability to investigate serious gun crimes and help prevent tragedies like those that occurred in other parts of the country where relevant mental health records checks were not permitted.”

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Gun Permit Loopholes

May 20th, 2008

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MEMPHIS, TN - Eyewitness News Everywhere uncovers dozens of convicted felons who may be armed and dangerous, because of problems with background checks. Felons are not allowed to carry guns, but that has not stopped the State of Tennessee from issuing permits to crooks.

At Rangemasters in East Memphis, students learn how to use guns properly.

“You just want to be one of those citizens that is all legal and I just feel empowered. I can take care of myself,” said one student.

The State of Tennessee requires a background check and firearms training before a permit can be issued, but in some cases, background checks were not being conducted on time, or at all.

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I have been trying to find this clip for a while and finally found it. One of my favorite movies as a kid had a great clip about background checks. Amazon Women on the Moon, a slapstick comedy from the late 80’s pokes fun at what is thought to be the future, “Big Brother”. Take a look and enjoy!


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Taleo to acquire Vurv Technologies

We have been predicting consolidation in the Applicant Tracking System (ATS) arena for the past few years. It came as no surprise to us that Taleo will be acquiring Vurv Technologies. This blog posting may surprise our readers who are used to reading about background checks and employment screening. We felt this announcement would impact our readers in the HR and Recruiting space so we decided to post it.

Taleo to acquire Vurv Technology

Unique breadth, scale, experience and global capabilities created by this acquisition produce a market leader in the fastest growing segment of enterprise software.

This acquisition will create the largest company in the talent management software sector and the third largest Software-as-a-Service (SaaS) vendor in the world, serving 48 of the Fortune 100 and more than 2,800 small and medium sized businesses worldwide. According to AMR Research, the company is part of the fastest growing category in enterprise software.

This acquisition will benefit the combined customer base by focusing the industry’s leading talent management resources on a single development investment. Two world-class development teams will join forces to create a talent management engineering Dream Team, sharing a unified vision of building the next generation of talent management applications. The combined company will benefit customers by providing the industry’s strongest global footprint, improved technology infrastructure and scalability, streamlined implementation and customer support, highly concentrated thought-leadership based on broader and deeper experience, and significant buying convenience.

No immediate impact is expected to Vurv or Taleo customers, as both product lines will be supported for the foreseeable future. In the months and years ahead, customers can depend on this new powerhouse to deliver innovative solutions as business needs evolve. The goal of the combined company is to incorporate the best of Vurv’s intellectual property and product line into the Taleo Platform, delivering a unified recruiting, performance and compensation solution. Upon completion, customers will have a simple migration path to a unified talent management platform that will appreciate in value over time.

The acquisition is expected to be completed by the end of June, after the standard regulatory review period is completed, and is expected to be accretive immediately.

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More people lie on resumes to land jobs
Danette Spiers

“It can be a slight indiscretion or a major lie,” said Christensen.

Patricia Gaynor, the assistant director for Senior Year, Transition and Employment Programs at the Career Center, said students should be honest when they list their job experience in their resumes and not overextend what they have done.

“People who read resumes for a living can read between the lines,” said Gaynor. “They know if you were a cashier at a restaurant, but it’s all in the way you write it.”

Students can find positive aspects to put in their resumes such as pointing out that they learned good customer service skills in those part-time jobs. This is important because a resume is a person’s advertisement, Gaynor said.

“It not only tells them what you’ve done, it shows that you have writing skills,” Gaynor said.

Julia Shebalkina, the division manager at Independent Capital Management, said they get as many as 20 resumes a week from applicants looking to work as financial advisors. In the last two years, Shebalkina said she has not experienced any problems with resume fraud, but said she is aware that people embellish things on their resume.

“We definitely call their references to make sure they have worked there, but we don’t call the high school or university to make sure they completed their degree,” Shebalkina said.

Christensen said this is an area of concern.

“The education section of resumes is where a great deal of resume fraud is committed because of these diploma mills and fake degrees that can be checked and should be checked,” Christensen said.

Christensen said that as a result of all this possible fraud, it has become more difficult for companies to verify information, and many are starting to use other companies that specialize in background checks.

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By Dirk VanderHart, USA TODAY
A federal law that requires states to establish a new system for registering sex offenders by 2009 is prompting some states to mandate retroactive registration — forcing offenders to register even if their crimes were committed before registry laws went into effect.

Under the Adam Walsh Child Protection and Safety Act of 2006, states have until next year to establish a tier system for offenders to register for 15 years, 25 years or life, based on the nature of their offenses.

Though the law does not mandate retroactive registration, Tennessee passed a law last July requiring it. The law applies to anyone who has ever been convicted of a sex offense that requires registration, said Kristin Helm of the Tennessee Bureau for Investigation.

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This is an article on background checks from one of my favorite HR publications, BLR.

A large group of scientists, engineers, and administrative support employees sued their joint employers for, among other charges, invasion of privacy. The employer to whom they were contracted newly imposed an overly broad and deep background investigation, and their other employer had decreed that anyone refusing the check would be fired.

What happened. The contract workers, all considered low risk because they do not work with classified information, are employed by California Institute of Technology (Caltech) to work at the National Aeronautics and Space Administration (NASA)’s Jet Propulsion Laboratory. For many decades, civil service employees–but not contractors–had been subject to extensive background investigations in order to gain access to the laboratory. But in November 2005, NASA decided to extend the probes to contractors. Caltech objected, NASA threatened to cancel the contract, and Caltech caved–to the point where it adopted a policy that contractors would be terminated if they either refused to submit to the probe or failed it.

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