Comments on: 3 E-Verify mistakes that lead to bias claims http://www.hrrecruitingalert.com/3-e-verify-mistakes-that-lead-to-bias-claims/ Headlines and advice for the practicing recruiter Mon, 20 Jun 2011 04:03:43 +0000 hourly 1 http://wordpress.org/?v=abc By: Rick Johnson http://www.hrrecruitingalert.com/3-e-verify-mistakes-that-lead-to-bias-claims/comment-page-1/#comment-939 Rick Johnson Fri, 22 Aug 2008 19:06:09 +0000 http://www.hrrecruitingalert.com/?p=213#comment-939 Green cards can be verified quickly with a Green Card Authenticator by LaserCards. LaserCards manufacters the Green Card for the government. The Authenticator quickly identifies if the card is a valid card or if it is a fraud. Do an Internet search for Green Card Authenticator or LaserCards and you can go to their website for more info. My company had them build the first commercial version for us and it works great! Green cards can be verified quickly with a Green Card Authenticator by LaserCards. LaserCards manufacters the Green Card for the government. The Authenticator quickly identifies if the card is a valid card or if it is a fraud. Do an Internet search for Green Card Authenticator or LaserCards and you can go to their website for more info. My company had them build the first commercial version for us and it works great!

]]> By: Lisa Wilson http://www.hrrecruitingalert.com/3-e-verify-mistakes-that-lead-to-bias-claims/comment-page-1/#comment-760 Lisa Wilson Fri, 08 Aug 2008 16:10:37 +0000 http://www.hrrecruitingalert.com/?p=213#comment-760 Question: we utilize a background company USIS for pre-employment screening. The candidate signs and authorization for us to conduct the background check. If there are discrepancies with the social security information do we have the right to inform the candidate of those discrepancies and give them a chance to follow up with social security prior to the new hire orientation? Our process is to: Accept the application Set up interviews Contact candidtes identified as hireable Have them fill out the conditional job offer paperwork (which includes authority for a background check and to perform a physical assessment) Once that is all completed we set up new hire orientation and get them going. Your response would be greatly appreciated as we do have a very diverse workforce. Question: we utilize a background company USIS for pre-employment screening. The candidate signs and authorization for us to conduct the background check. If there are discrepancies with the social security information do we have the right to inform the candidate of those discrepancies and give them a chance to follow up with social security prior to the new hire orientation?

Our process is to:
Accept the application
Set up interviews
Contact candidtes identified as hireable
Have them fill out the conditional job offer paperwork (which includes authority for a background check and to perform a physical assessment)
Once that is all completed we set up new hire orientation and get them going.

Your response would be greatly appreciated as we do have a very diverse workforce.

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