Volume 4, Edition 2, February 2008



Avoid Fake-Degree Burns By Researching Academic Credentials

If you’re a hiring manager or human resources professional, chances are you review applications and resumes from people who want to work for your organization or who want to be promoted. Some applicants may list credentials — like a bachelor’s, master’s, or doctoral degree, or a professional certification — that sound credible, but in fact, were not earned through a legitimate course of study at an accredited institution.

Federal officials caution that some people are buying phony credentials from “diploma mills” — companies that sell “degrees” or certificates on the Internet without requiring the buyer to do anything more than pay a fee. Most diploma mills charge a flat fee, require little course work, if any, and award a degree based solely on “work or life experience.” According to officials from the Federal Trade Commission (FTC), the Department of Education, and the Office of Personnel Management (OPM) bogus credentials can compromise your credibility — and your organization’s. You could place an unqualified person in a position of responsibility, leaving your organization liable if the employee’s actions harm someone. You could hire a person who is dishonest in other ways, exposing your organization and colleagues to potential damage. And if the bogus degrees are brought to light, you risk embarrassment. The agencies have teamed up, putting new tools in place to help you weed out bogus academic credentials and insure the integrity of your hiring process.

For More Information Go To: http://www.ftc.gov/bcp/conline/pubs/buspubs/diplomamills.shtm

Targeting the W/MBE Opportunity: A Formula for Growing Market Share

One of the challenges companies face in establishing W/MBE strategies within the context of their business is that 1) there are a wide range of W/MBE opportunities and 2)W/MBE opportunities are not defined by specific products and services—but by the ownership structure of the business entity that provides the product or service.

Understanding the relevance and significance of this channel to your business requires careful consideration of the primary “targets” that define the overall W/MBE opportunity within the overall U.S. economy. W/MBE “set aside” programs exist within the U.S. Federal Government, within 27 states, and in hundreds of municipal, county, and regional governments. W/MBE “vendor diversity” programs exist within 25% of the Fortune 500 and in thousands of other private enterprises. Altogether, W/MBEs represent up to 7% of U.S. business receipts and are growing at twice the rate of the U.S. economy. Supplier Diversity programs suffer from a misconception: that they are a form of “corporate charity,” designed to help disadvantaged persons and businesses get a leg up in the marketplace. This is far from the truth. In fact, while Supplier Diversity programs make good public relations, the policies are designed to capitalize on an expanding pool of consumers. For regulated companies or those that do business with the government, political pressure demands a focus on diversity. For companies that focus on the private sector, especially in consumer products, Supplier Diversity programs are a marketplace expectation; large companies without a such a program may well be at a disadvantage.

For More Information and to Download the Full Report Go To: http://www.franklynn.com/marketing/

Temps: Employers, Vendors Must Share Responsibility

If you think it’s OK to forgo background checks on the overnight cleaning crew or that contract IT guy from the company’s software vendor, think again. Companies increasingly are hiring more temporary, contingent or short-term employees. Screening experts say HR departments need to be just as diligent in ensuring that the backgrounds of those employees are vetted as thoroughly as those of full-time employees. A recent benchmarking survey conducted by screening company HireRight found that while 77% of organizations said they screen all permanent hires, fewer than half (45%) screen temporary labor. Just 30%screen contractors, and only 11 percent screen vendor employees. Some experts contend that there may be even more reason to be concerned about the background of part-time or contingent workers than full-time employees. For example, Todd Owens, Intelius Inc said, industry statistics show that temporary workers are more than 50% more likely than full-time workers to have a felony or drug-related record. “They are more transient workers and it is very well known that for criminals with a tainted past, often the best way to get back into the workforce is to take a temporary assignment through a temporary organization or as an independent contractor,” he said. That means that companies should develop a companywide policy for extended workforce screening. “If [temporary employees] cause a hostile workplace, hurt a member of the public or attack a co-worker, arguably employers are just as liable as they would be if this were a full-time, regular employee,” said Les Rosen.

For More Information Go To: http://www.shrm.org/ema/library_published/nonIC/CMS_024438.asp#TopOfPage

Damage Threat From U.S. Extremists May Be Greater Than From Foreign Terrorists

When it comes to fears about a terrorist attack, people in the U.S. usually focus on Osama bin Laden and foreign-based radical groups. Yet researchers say domestic extremists who commit violence in the name of their cause – abortion or the environment, for example – account for most of the damage from such incidents in this country. These homegrown groups are seven times more likely than overseas groups to commit some kind of violence in the United States, a panel reported Sunday at the annual meeting of the American Association for the Advancement of Science. Kelly R. Damphousse, University of Oklahoma noted that researchers have compiled an international Terrorism Knowledge Base – www.tkb.org – listing incidents around the world. The section on the United States lists such organizations as Animal Liberation Front, Environmental Liberation Front, Anti-Castro Cubans and the Black Revolutionary Assault Team among others.

For More Information Go To: http://www.signonsandiego.com/news/nation/20080217-1124-domesticextremists.html

United States: Spring Rush For Fiscal Year 2009 H-1B Is Approaching

Why The Rush?

The governmental Fiscal Year begins on October 1st and 65,000 + 20,000 H-1B visa numbers become available on October 1 each year. However, due to the high demand for H-1B visa numbers, the United States Citizenship and Immigration Services (USCIS) now accepts employers’ H-1B applications starting April 1st . Last April, the USCIS received 130,000 H-1B applications for the 65,000 slots on the first date of the Fiscal Year. In other words, all of 65,000 H-1B visa numbers (except for those reserved for nationals of Singapore and Chile) disappeared on DAY ONE of the application period. As of today, the USCIS has not published new policy directives with respect to this year’s H-1B filing. Under the same filing system, it is expected that this year the H-1B competition may be as fierce as, if not worse than, the last year.

Employer’s Action:

If you are a US employer wishing to employ an eligible foreign professional worker in the H-1B visa category, and if it is not a cap exempt organization, it is essential that an H-1B petition be filed with the USCIS on April 1, and no later than April 1. (Otherwise, the next chance to submit an H-1B petition for the individual may not be until April 1, 2009 for H-1B employment starting October 1, 2009.)

For More Information Go To: http://www.mondaq.com/article.asp?articleid=57444&email_access=on

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 Welcome to the Legal Challenge Question!

This Month’s Challenge is sponsored by:

The 2008-2009 Background Screening Industry Buyers Guide

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As the background screening industry continues to get more competitive the firms that will ultimately succeed will be those that create competitive advantage through their people by offering continuous learning opportunities to heightened their knowledge and capabilities. We believe that having employees that are very knowledgeable about the legal landscape of background screening is essential to continued success.

We are grateful to Pam Devata, Seyfarth Shaw LLP for providing the expertise for this valuable endeavor. For information regarding the answers to the Legal Challenge Questions, please contact Pamela Devata at Seyfarth Shaw LLP at pdevata@seyfarth.com or 312-460-5000 or visit www.seyfarth.com.

Please choose your answer by clicking on it:

Question #2

Before running a consumer report on a consumer for employment purposes, what responsibility do you have as a CRA to ensure that a disclosure and authorization is obtained by an applicant or employee?

a) The CRA must follow the laws of the state whete the report is being generated.
b) I am solely responsible for ensuring it is completed by an applicant.
c) None, as long as the employer cerifies to the CRA that it will follow the law.
d) I share this responsibility with the end-user.


CrimWATCHSM Offers Businesses Comprehensive Risk Prevention

National Background Data (NBD), LLC, the leading provider of criminal history database information announces CrimWATCH, a post-hire criminal screening solution. CrimWATCH regularly scans nationwide criminal databases and notifies organizations when criminal records are found for active employees. By monitoring employees’ post-hire criminal activities, CrimWATCH enhances risk prevention measures which help minimize workplace crimes, create a safer work environment, and improve business performance. Crime in the workplace can endanger employees and cause business performance issues such as legal liability, turnover, financial loss, and unfavorable publicity. The United States Chamber of Commerce reports that $50 billion are lost annually due to employee theft and fraud. And, the Bureau of Labor Statistics reports that on average 1.7 million violent victimizations were committed per year against people at work or on duty. Pre-employment criminal background screening is one preventative measure organizations use to avoid losses such as these. While pre-employment screening can serve as an effective tool, this practice falls short on identifying criminal misconduct of employees after they are hired. CrimWATCH alleviates this shortcoming by providing on-going post-hire screening that monitors current employees for criminal behavior.

For More Information Go to: www.NationalBackgroundData.com or contact Bill Bollinger at wjb@NationalBackgroundData.com or (866) 234-4455

Accurate Background, Inc. Announces Record Breaking Growth

Accurate Background, Inc., a leader in the background screening industry, recently announced that nationwide sales continue to exceed expectations; 2007 numbers show sales increased by over 150% from 2006. The company has also already experienced record-breaking sales in January 2008, generating more new clients in the single month, surpassing the entire first quarter of 2007. Vice President of Sales & Marketing Aaron Charbonnet commented that, True to form, we are beginning 2008 at an amazing, almost unbelievable pace showing nearly a 300% increase in closed sales over the same period last year.”

For more information about Accurate Background, Inc. and its products, call (800) 784-3911 or visit the Company's web site at www.accuratebackground.com.

Sterling Testing Systems, Inc. Integrates Background Screening Services With Taleo’s Industry Leading Talent Management Platform

Sterling Testing Systems, Inc., the leading provider of pre-employment screening services, announced today that it has entered into an alliance with Taleo (NASDAQ: TLEO), the leading provider of talent management solutions. Under the terms of the agreement, Sterling’s background screening services will be integrated with Taleo’s leading on demand recruiting solution, Taleo Enterprise Edition. Sterling’s certified integration with Taleo Enterprise Edition 7.5 will allow customers to quickly and more efficiently initiate background screens from the Taleo talent management platform. With this integration, applicant data can be securely and automatically transferred to Sterling, eliminating the need for faxing or redundant data entry. The result is a more efficient, accurate and timely screening and on-boarding process.

For More Information Go To: http://www.sterlingtesting.com/News/Press.aspx?prId=50


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Would Anyone Care or Even Notice If You Went Out of Business?

How would your company fare in the harsh glare of self-examination?

· Do you provide such a unique product or service that customers would be saddened to see you go?
· Have you forged an emotional connection with your customers that another company couldn't duplicate?
· Could your employees find an employer that treated them as well as your company?

The Po!nt: "How does your company rank?" asks Moore. "Can you answer YES with conviction? Or, do you have to concede by answering NO?" If the latter, it's time to work on drumming up support.

Source: Source: John Moore, Brand Autopsy, http://www.brandautopsy.com/ John can be reached at john@brandautopsy.com


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Disgruntled employee deletes 7-years worth of architectural drawings

As businesses worry about natural disasters and act of terrorism, they should also be mindful, and prepared for, spiteful, angry, and vengeful employees. Marie Cooley of Jacksonville, Florida, came across a job announcement in the classified section of a local paper -- a job which looked like hers. She admits she was certain she was about to be fired. So police say that late Sunday night she crept into the Mandarin office where she worked at Steven E. Hutchins Architects. "She decided to go and mess up everything for everybody," said Jacksonville Sheriff's Office spokesman Ken Jefferson. Jefferson says Cooley accessed the company's server with her own account, and with a handful of mouse clicks and keystrokes she deleted seven years' worth of architectural drawings. Seven years of work were gone in but a few seconds. The company put the value of the deleted files at $2.5 million.

For More Information Go To: http://hsdailywire.com/single.php?id=5419

Are You Protected Against Misconduct By Your Network Administrator?

It's everyone's worst nightmare: You arrive at the office on a Monday morning, and your network administrator has vanished. Maybe she took off for Tahiti, got hit by a bus, or got a better offer. Worse yet, maybe he was not managing at a level that was expected of him, and walked off in a huff when called to the carpet. No one wants to believe that, upon leaving, a network administrator would ever do anything to negatively impact your firm. Far too many firms reject the notion of a written employment agreement, arguing that they never had one in the past, and nothing bad has happened. "It won't happen to us." At some time in the life cycle of every firm you will replace your network administrator — whether due to performance issues, retirement, illness, or other unforeseen circumstances. And keep in mind that your network administrator maintains the "keys to the kingdom." Your network is the heart of your legal organization — it contains essential data about your firm and your clients. Anticipate these departures with adequate planning and procedures. In fact, your organization should have departure protocols in place for every key IT staff member — as well as outside consultants and programmers. Here are tips on how to protect your firm:

For More Information Go To: http://www.lawtechnews.com/r5/showkiosk.asp?listing_id=1766310&category_id=27902


Medical ID Theft Spreading The Pain
Stolen patient data can threaten lives, ruin credit and assault health insurers with bogus claims

Possibly the fastest-growing and least-understood form of identity theft: medical identity theft. Up to 500,000 Americans have been victimized and may not know it, says the World Privacy Forum, which published the definitive review of the subject in 2006. Individuals made nearly 19,500 complaints of medical ID theft with the Federal Trade Commission from January 1992 to April 2006. “We’re seeing a larger volume of theft reports, and those reports are coming in more frequently,” says Byron Hollis, national anti-fraud director for the Blue Cross Blue Shield Association, which represents the 39 Blue Cross Blue Shield health plans.

For More Information Go To: http://www.insurancefraud.org/fraudFocus.htm

Important Reminder for New York Employers: Focus on Employee Privacy and Data Security

Identity theft has become one of the fastest growing crimes in America. To combat identity theft, many state legislatures have been enacting legislation focused on privacy and data security of personal information. The New York legislature has been in the forefront in this effort. The scope of state legislation impacts all New York businesses in their capacity as employers, among others. The privacy and data security laws enacted in New York in the past few years prescribe the manner in which New York business must handle personal information, including employee information. We summarize three (3) enactments that all New York employers should know and comply with: Social Security Number Protection, Data Destruction and Data Breach Notification. Compliance with these requirements involves various levels of management and legal counsel. Multi-state employers may have to address separate laws in different jurisdictions. These issues, with their potential for class action claims, negative publicity and significant liability, should be at the top of any chief executive's corporate compliance agenda.

For More Information Go To: http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1293

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 SAMHSA Survey Shows Illicit Drug Users
Are in the Workplace

One in 12 fulltime workers in the US has used illegal drugs some time within the past month, according to the Worker Substance Use and Workplace Policies and Programs Study.


Record Numbers Of Data Theft Occurred In '07, Groups Report

The loss or theft of personal data such as credit card and Social Security numbers soared to unprecedented levels in 2007, and the trend isn't expected to turn around anytime soon as hackers stay a step ahead of security and laptops disappear with sensitive information. While companies, government agencies, schools and other institutions are spending more to protect data with more sophisticated firewalls and encryption, theinvestment often is too little, too late. Foley's group lists more than 79 million records reported compromised in the United States through Dec. 18. That's a nearly fourfold increase from the nearly 20 million records reported in all of 2006. Another group, Attrition.org, estimates that more than 162 million records were compromised through Dec. 21 - both in the United States and overseas, unlike the other group's U.S.-only list.

For More Information Go To: http://www.msnbc.msn.com/id/22420774/

Company Will Pay $50,000 Penalty for Tossing Consumers’ Credit Report Information in Unsecured Dumpster

A mortgage company that left loan documents with consumers’ sensitive personal and financial information in and around an unsecured dumpster has agreed to settle Federal Trade Commission charges that it violated federal regulations. The FTC’s complaint alleges that Northbrook, Illinois-based American United Mortgage Company violated the Disposal, Safeguards, and Privacy rules by failing to properly dispose of credit reports or information taken from credit reports, failing to develop or implement reasonable safeguards to protect customer information, and not providing customers with privacy notices. “Every business, whether large or small, must take reasonable and appropriate measures to protect sensitive consumer information, from acquisition to disposal,” FTC Chairman Deborah Platt Majoras said. “This agency will continue to prosecute companies that fail to fulfill their legal responsibility to protect consumers’ personal information.”

For More Information Go To: http://www.ftc.gov/opa/2007/12/aumort.shtm

Protect Your Company Against Network Administrator Nightmare

It's everyone's worst nightmare: You arrive at the office on a Monday morning, and your network administrator has vanished. Maybe she took off for Tahiti, got hit by a bus, or got a better offer. Worse yet, maybe he was not managing at a level that was expected of him, and walked off in a huff when called to the carpet. No one wants to believe that, upon leaving, a network administrator would ever do anything to negatively impact your firm. Far too many firms reject the notion of a written employment agreement, arguing that they never had one in the past, and nothing bad has happened. "It won't happen to us." At some time in the life cycle of every firm you will replace your network administrator — whether due to performance issues, retirement, illness, or other unforeseen circumstances. Anticipate these departures with adequate planning and procedures. In fact, your organization should have departure protocols in place for every key IT staff member — as well as outside consultants and programmers.

For More Information Go To:


NAPBS Webcast Series:

Find out more about webinars by going to ttp://www.napbs.com/content.php?id=289

Courses are open to members and non members.

February 27, 2008
Client Relations; Taking Client Calls; Understanding HR Manager; Sales Opportunities
Butch Hite Jr.

Register Here: http://www.napbs.com/content.php?id=289


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Medical Marijuana Held Not To Be Defense Against Employers Taking Adverse Action in Hiring

The initial Decision in Ross, published subsequent to the U.S. Supreme Court Decision Gonzales v. Raich, held that employers were not required to hire an applicant that tests verified positive on a pre-employment drug test but provides a medical marijuana explanation for the positive laboratory test result. The lower court's Decision was upheld on appeal to the California Court of Appeal. The Court of Appeal held that employers have legitimate interests in not employing persons who use illegal drugs. The Court of Appeal further held that such use had resulted in, among other things, increased absenteeism from work, diminished productivity, greater health costs, and increased problems with respect to safety in the workplace. 132 Cal. App. 4th 590, September 7, 2005. Ross v. Ragingwire Telecommunications, Inc. was thereafter appealed to the California Supreme Court, was argued to the Court on November 6, 2007 and decided on January 24, 2008.

Source: SAPAA, January 28, 2008

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Important To Verify The Credentials Of
Domestic Help

Kanpur, India - Employers in Kanpur are becoming targets of innovative yet devious designs of their domestic help to rob them. Ready to make money by hook or by crook, they are resorting to poisoned massage oils, fatal drug injections for fruits and cigarettes which emit poisonous smoke to rob their employers! Businessman Raman Patel narrates tales of how domestic help have easy access to cigarettes that emit poisonous smoke, making the inmates of the house unconscious. "Thus, it becomes a cakewalk to loot them. The trick works because, though you might be trying to keep an eye on the suspicious activities of your domestic help, you obviously cannot avoid inhaling the smoke!" he says. Here's what DIG Police, Mukul Goel has to say about the issue: "I would suggest that employers do a thorough investigation of a person's background before appointing him or her at work. The police department makes investigations regarding domestic help if his/her picture and address is provided. This procedure is neither tedious nor expensive and can be done for a mere Rs 20! It is very important to verify the credentials of the person you are employing in your house and make sure that he is not a member of any criminal gang."

For More Information Go To: http://timesofindia.indiatimes.com

White-Collar Crime In India On Rise

New Delhi: With corporate crime on the rise, here's an emerging trend that India Inc is not particularly keen to talk about; white collar crime. The Ernst and Young global fraud survey finds that the threat from within is worrying corporates to death.There is a sudden spurt of cases of employees accused of fudging account books or cheating customers. The Ernst and Young fraud survey finds that corporate India is experiencing a wave of white-collar crime like never before. Close to half the respondents have said that corporate crime is up substantially and 24 per cent felt it was at an alarming level. And the threat is mostly from within. 36 per cent of the respondents said that internal fraud in collusion with a third party was the greatest risk to their companies.

For More Information Go To:

BPOs To Prepare Employee Database To Counter Attrition

New Delhi/Gurgaon: Facing huge productive manpower crunch in a labour-intensive industry, BPO companies are now pinning their hope on the education system which could produce productive manpower. Nevertheless, considering the fact that attrition in the industry has been worsening and hitting the sector adversely, key players have chalked out a plan to get the background investigations done of all employees and thereby creating a data bank for reference for the employers. Giving details of the initiative, Business Process Industry Association of India (BPIAI) president Samir Chopra said that they are going to hire an investigation’s company to carry out this task. "It’s unacceptable to the industry that people who join companies desert them within few weeks. Then the companies, which have invested so much into the training, lose the man and also the investment for no fault of theirs. We intend to stop this by initiating this step," Chopra added.

For More Information Go To: http://www.Timesofindia.indiatimes.com/Business/India_Business/


Police Checking On Foreigners

Bangkok – Thai: Police are making background checks on more than 1,000 foreigners, mainly teachers, working in Thailand after a spate of arrests for alleged child sex abuse, a senior officer said yesterday. ''It shouldn't be enough to wear white shirts and have a university degree. We need to know their backgrounds,'' said Pol Col Apichart Suribunya, head of the liaison office for Interpol. Police would seek records of any convictions in home countries and from Thai immigration police before foreigners were hired as teachers. ''We are scrutinising more than 1,000 foreign teachers working in Thailand,'' he said. ''Until now, educational institutions would only look at their academic qualifications, but that is not enough.''

For More Information Go To: http://teakdoor.com/thailand-and-asia-news/20647-thai-police-checking-foreigners-mainly-teachers.html


Britain To Check Immigrant Security Guards

London - Thousands of immigrants licensed by the British government to work as security guards will soon face more stringent background checks.Government ministers ordered the increased security checks after learning the Security Industry Authority did not determine whether those individuals were entitled to work inside Britain's borders, The Sunday Telegraph reported.

For More Information Go To: http://www.upi.com/NewsTrack/Top_News/2007/11/11/britain_to_check_immigrant_security_guards/9641/

Fees For Criminal Records Checks Are Frozen Again

Fees for criminal record checks have been frozen for the second year running. The Criminal Records Bureau, CRB, is able to freeze its fees as a direct result of year-on-year efficiency savings and increasing demand for its service. Over the last 12 months, the CRB has made significant improvements to its service delivery and has continued to make internal efficiency savings to keep the cost of a Disclosure to a minimum.

For More Information Go To: http://www.crb.gov.uk/Default.aspx?page=4959

United Kingdom Police Association Calls For Domestic Violence Register

United Kingdom -- Men and women who abuse their partners should be identified on a domestic violence register, the Association of Chief Police Officers (ACPO) said on January 22nd. Chief Constable Brian Moore, ACPO's spokesman on domestic violence, said dozens of lives could be saved if the perpetrators of domestic violence were tracked in the same way as sex offenders. He told MPs that, while the charity Victim Support helped more than 400,000 victims of domestic violence a year, research indicated that the true level of abuse amounted to a "huge" 13m incidents a year. In 2006-07, 142 people were killed in domestic violence attacks - including 38 men.

For More Information Go To: http://www.guardian.co.uk/uk_news/story/0,,2245048,00.html


We have greatly enhanced our International Resource Center to be a valuable resource for anyone looking for information on doing international background verifications, vetting or verifications. It includes information on international data protection and other laws, terrorist searches and much more. Also included is very practical information on time zones, locating cities, holidays in different countries, etc.

New Information Added:

- United Kingdom’s Financial Services and Markets Act 2000
- The Fit and Proper test for Approved Persons

International Training Resources

We have added International Training Resources to the International Resource Center. We will update this section as we identify new training and educational opportunities.

Bookmark this valuable resource so you can use it over and over.

To view the International Section go to www.PreemploymentDirectory.com and look under the gray line like below in the middle of the page:






Job Market Flashing Recession

The unemployment rate jumped up to 5% last month, and non-government payrolls fell by 13,000, in a far weaker job report than was expected, according to the Bureau of Labor Statistics report on the labor market for December 2007. Total payrolls rose by 18,000 the weakest month for job growth since August 2003, the last month of the jobless recovery. Though one month of particularly weak jobs data does not necessarily signal a new, negative trend, a broad set of indicators throughout today's report suggest the weakening economy has finally reached the job market:

For More Information Go To: http://www.epi.org/content.cfm/webfeatures_econindicators_jobspict_20080104

First-Quarter 2008 Employment Expected To Remain Steady

U.S. employers are reporting that they plan to maintain a steady hiring pace during the first quarter of 2008, according to the seasonally adjusted results of the latest Manpower Employment Outlook Survey released by Manpower Inc. “Our survey data suggests it will be a solid start to the year when it comes to hiring in the United States,” said Jeffrey A. Joerres, chairman and CEO of Manpower Inc., in a prepared statement. “Overall, employers anticipate only marginal changes compared to three months ago, with the brightest job prospects reported by employers in the mining and services sectors. On the other hand, finding job opportunities in the construction and education sectors is expected to be more challenging for job seekers.”

For More Information Go To: http://www.manpower.com/press/meos.cfm


Wanted to hire:

1. Background check company of 14 years is expanding. Traditionally all growth has come from word of mouth. We have always been EXTREMELY strong in service, speed and new product implementation. Our only weakness has been that we have never had a marketing/sales person. We are looking for a marketing/sales person that would like to work part-time, out of their home generating sales for our excellent services.

2. An Employee screening and Health Services Company is looking for Sales Representatives and Business Development Managers who have a successful history selling within the Industry. If you are looking for a strong company that offers great benefits and growth potential you will want learn more Concorde!

Log onto www.backgroundscreeningjobs.com to apply or learn more about these industry opportunities.

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2008 Events (Click Here to View full list of 2008 Events)


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