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Picture of Nick Fishman

Nick Fishman

Nick Fishman co-founded EmployeeScreenIQ in 1999 and serves as the company's Chief Marketing Officer and Executive Vice President. He is also a frequent speaker on industry issues including: New Technologies in Employment Screening, Best Practices and Industry Trends. Nick lives in Chicago, IL with his wife, two daughters and his dog, Charlie, and is a die-hard Ohio State Buckeyes fan.
Picture of Nick Fishman

Nick Fishman

Nick Fishman co-founded EmployeeScreenIQ in 1999 and serves as the company's Chief Marketing Officer and Executive Vice President. He is also a frequent speaker on industry issues including: New Technologies in Employment Screening, Best Practices and Industry Trends. Nick lives in Chicago, IL with his wife, two daughters and his dog, Charlie, and is a die-hard Ohio State Buckeyes fan.

The Lowdown on Minor Criminal Infractions and Background Checks

A common question employers ask about background screening is: “Will minor criminal infractions be found in the results of a background check, and if found, how should they impact our hiring decision?” It’s a good two-part question. The short answer to the first part of the question is minor criminal infractions generally will show up when screening companies conduct a county criminal record search, but this isn’t a hard and fast rule. To show you how this all can work, I’ll use minor marijuana possession convictions as an example. Then I’ll address the second part of the question, how minor criminal infractions

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Resume Verification: 3 Keys For Success

Successful resume verification can identify fraudulent degrees, incorrect employment and graduation dates, inflated salary histories and false job titles—issues that may help you determine a candidate is not right for you. But what goes into a successful resume verification process? An important factor is the quality of the information provided by candidates in both the applicant release form and employment verification form (usually included on a job application or background screening questionnaire). If complete and correct, this information can be particularly helpful for completing background checks. However, if it’s incomplete or incorrect, it can hinder the verification process. Here are three

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Five Millennial Background Screening Challenges

By the end of 2015, Millennials are expected to outnumber Baby Boomers in the workplace for the first time. They’re hot commodities, but hiring them creates background screening challenges. In particular, when screening Millennials, employers need to take into account not only what’s effective, but also what’s legal. Below are five of the chief challenges. 1. Social Media Searches We know Millennials love their social networks. But some say Millennials share too freely. The resulting wealth of online information can be tempting for hiring managers. Using social media to screen candidates can be risky, however. The information you find might not be legal

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Dos & Don’ts of Screening Your Candidates Online

Should employers use social media to screen candidates? A good question without a right answer; it’s a gray area both in the law and company policies, especially because many employers don’t even have a social media policy. However, there are pros and cons to utilizing social media and search engines in the hiring process, and hiring managers want to know—to snoop or not to snoop? First, let’s take a look at how many in HR say that they use social media in the hiring process. A significant portion of employers do use social media but not for screening job candidates. According

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