Reprinted from The Safe Hiring Manual by ESR President, Lester S. Rosen

Some employers still hire based primarily upon a resume. This can be a major mistake from the viewpoint of safe hiring. For an applicant, a resume is a marketing tool. Many resumes start by describing the type of job that an applicant is looking for, or a statement of skills and experience. In a resume, an applicant picks and chooses whatever information he or she wants to share. Many job hunters use a resume writing service, and while there is nothing wrong with using a service to prepare a professional looking resume, the service typically will attempt to enhance the applicant’s experience. The service’s goal is to get the applicant to the interview stage.

Employers, however, need facts in order to make hiring decisions.

What are some of the dangers in using a resume?

First, job applicants often feel compelled to reveal things about themselves that an employer does not need, or legally should not, know. Resumes often reveal volunteer affiliations, hobbies, interests or memberships in groups that reveal such prohibited information as race, religion, ethnicity, sexual orientation, or age. For example, a resume may reveal a person does volunteer time with a church, or belongs to a group that is clearly associated with a particular race or nationality. The problem is the Federal EEOC and states’ rules prohibit an employer from obtaining or using such information. Having this information in the form of a resume in the employer’s file is not a good practice in the event the employer is ever the subject of civil litigation or a government investigation into their hiring practices.  By using an application form, an applicant cannot volunteer irrelevant information an employer should not possess.

Conversely, resumes may not give an employer all the information needed to make an informed hiring decision. With a proper application, an applicant cannot skip over jobs he or she would rather not mention. An application can allow an employer to spot unexplained employment gaps. Also, job applicants typically do not self-reveal their criminal records in a resume.

In addition, it is much easier for an employer to prescreen candidates using a standardized application. An employer trying to screen a large number of resumes can more easily compare applicants.

Finally, an application form can contain critical elements that an employer may want to convey to the applicant, or critical questions that an employer way want to ask, such as whether the applicant has a criminal record.
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Online dating is the fastest growing method for singles who are looking for compatible partners. Whether a person is in their 20’s and just looking for someone to “hang out with” or is older and seeks a “serious relationship”, online dating is the preferred method of millions of people.

Companies such as Match.com, eHarmony, and PlentyofFish provide information on millions of profiles, and sustain business by enrolling hundreds of thousands of new members every year. It is exciting to find someone whose profile appears compatible with yours, remember that all information is provided by the member themselves. Each member, understandably portrays themselves in the best light. Who hasn’t wanted to shave a few pounds of extra weight off of their picture or a year or two from their actual age? Doesn’t every 41 year old have a better chance of meeting “Mr. Right” when they say that they are actually 39. While some convenient forgetfulness may be ok in filling out a profile, there are many areas where dating services are available to perverts and online predators. While online dating is considered “safe” and impersonal while sitting behind a computer and emailing someone, there comes the time when you actually meet your online partner. How do you know that they are in reality who they claim to be?

A Dating Background Check is an inexpensive method to verify information that you have received. While it is pretty minor that someone tries to cover over a few gray hairs, or denies owning three cats, information regarding current marital status, financial and legal problems are important, and will be revealed by having a Background Check from a service provider, such as Asset Search Pros.

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Posted on May 21, 2008 | by Norman Jameson RALEIGH, N.C. (BP)–

A church is “foolish” not to conduct background checks on employees and children’s workers, an investigator and former police officer says.

Roger Self, 53, who has been in church for 30 years and in law enforcement for longer, said there is “more criminal activity in the church” than ever before.

With sex crimes surfacing almost weekly in schools and churches not immune, Self, a member of Hardin Baptist Church in Dallas, N.C., said churches and schools must do everything they can to protect themselves.

“The days when nobody would sue a church are over,” Self said.
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