The marketing slogan for Las Vegas ‘what happens in Vegas, stays in Vegas,” should be adopted by New Orleans. There were enough adventures and interesting things happening to go around, but my lips are sealed. Fun was had by all and combined with a great conference made for a very worthwhile trip.

I tip my hat, (generally, I am wearing one), to the Conference Committee and all involved with this years NAPBS conference for a great job. And, in particular, I want to thank all of our international members and guest who traveled a long distance to be with us. Your presence enriched us and it was good to get to know you better.

I also want to thank all of you that visited our booth and spent time talking with me. For those of you that have an interest in advertising in the 2008-09 Background Industry Screening Buyers Guide we are winding down so if you want to be in it, please contact me immediately at or 949-770-5264.

I also want to announce that we are extending our Conference Special for Suppliers to the Background Screening Industry thru May and hope you will take advantage of this special ‘Two for One’ deal. Buy a Platinum Membership in and get a complimentary ad in The Background Buzz. It’s another value packed offering focused on enhancing your sales opportunities.

Finally, I want to thank you for making our new ‘Legal Challenge’ a big hit. It has been the most clicked on and read item in The Background Buzz since it was introduced. I am very happy to announce that we will be making the sponsorship for the Legal Challenge section available next month. So if you want high visibility this is a great advertising opportunity. Contact me at or 949-770-5264.

Thanks again for your patronage and have a truly blessed day.

Volume 4, Edition 4, April 2008



   Fourth Background Screening Industry Survey - January 2008

Some of the Key Findings:

Technology remains key in delivering service, however, industry providers are placing a lower importance on technology as a differentiator
Virtually all background screening firms provide a technology-enabled screening service. The industry has evolved over the past few years and a base level of technology is required even to be considered a viable service provider.

Integration of services is expected to increase in all areas
Although there has been a four year trend of increased requests by customers to integrate their offerings – especially with HRIS – integrated services still comprise only a small portion of the market.

Pricing remains a key factor driving customer purchasing decisions
Almost 80% of all respondents ranked price among the top three factors and, regardless of provider size, it was the factor most cited in the top three.

Large and medium-sized providers are facing margin pressure
Margin compression was cited in the top three challenges by over half of all respondents. In fact, almost 70% of large providers cited margin compression as a critical challenge

Although competition remains strong, providers project strong industry outlook
Large and medium-sized companies continue to grow their customer base by taking business from other third-party suppliers. The number of new implementers (companies implementing background checks for the first time) has decreased to 24% today. This likely reflects a more saturated market and the level of new implementers will decrease going forward.

Click Here To Read the Entire Report

Employers Beware – Resume Fraud A Major Problem

A recent article in the Boston Business Journal reported that according to hiring managers and human resource professionals, the falsification of a resume is a widespread problem. Misrepresentation on a resume or employment application can take two forms:

· The making of a false or misleading statement, or
· Omission of significant details about an applicant's background or employment history.

According to this article, stretching dates to cover up employment gaps is the most commonly-caught resume lie. An applicant may believe that he or she will not be viewed in a favorable light if the resume reflects periods of unemployment. Also, an open period of employment may suggest that the reason for leaving the prior employer may have been for reasons unflattering to the applicant. To deter misrepresentations, the employer's application or hiring materials should include a statement that any false or misleading representations during the application process or the failure to disclose an important fact will immediately disqualify the applicant from any further consideration for employment. Finally, you should resist the temptation, and more importantly convince management to resist the temptation to overlook misrepresentations during the application process "because we really need someone." Misrepresentations on a resume or in the application process may reveal a character flaw which could prove harmful to the company in the future if such a person is employed today. Recognize that in a tough job market, applicants may bend the truth, or lie - be prepared!

For More Information Go To:

Background Badges: Records Checks Come With Proof You Passed

Ike Tippetts' Tempe, Ariz., plumbing business used to do its own criminal background checks on job applicants using Internet databases that are easy to access but give incomplete information. When the company was hiring for a controller last year, Tippetts said, he decided to do a more thorough check. A local trade association referred him to CrimShield, a Mesa, Ariz., screening firm. For $55 a person, CrimShield's licensed private investigators search county, state and federal court records and other documents to find out whether both current and potential workers have criminal pasts. But the company has added a marketing twist to a commonly offered service -- it issues identification badges to the employees it screens. The badges include a picture of the employee, CrimShield's logo and the logo of the company for which they work. The badges also contain an ID number, which an employer can use to track the employee's information on CrimShield's database. CrimShield's business customers can also use the system to send their customers an e-mail before an employee arrives at their door. The e-mail shows the worker's picture and states that he or she has undergone a background check.

For More Information Go To:

Would you hire this man?

Charles Cullen kept getting hired and fired until his murder arrest. Why job references say too little.

At many American companies, managers face gag orders that make prisoners of war look positively chatty. Forget "name, rank, and serial number." When someone asks for references on a potential hire, these bosses are supposed to reveal only job titles and dates of employment.

Never mind that the employee pilfered office supplies, harassed the receptionist, or threatened co-workers. In the lawsuit-phobic world of corporate America, caution keeps many lips zipped tight, everywhere from the factory floor to the human-resources office. But a chorus of legal experts and employment consultants is calling for a return to the days when job references flowed more freely and managers didn't need to break rules to criticize - or compliment - an employee. "I do see why employers are very cautious, but the policies put a lot of wackos out there in the workplace because people don't share information," says Peggy Garrity, a Santa Monica, Calif., attorney who represents employees. While reliable numbers are hard to come by, it appears that about 70 to 80 percent of American companies forbid employees from giving out extensive references, says J.H. Verkerke, professor of law at the University of Virginia.


The Harvard Business School projects that bad hires cost employers three to five times the employees’ first-year salary


Hiring Pace to Remain the Same, Says CareerBuilder-USA Today Forecast, an online job site, and USA Today released the results of their latest survey, conducted by Harris Interactive, tracking projected hiring trends for the upcoming quarter. The survey, titled "Q2 2008 Job Forecast," was conducted from Feb. 11 to March 13 among 2,757 hiring managers and human resource professionals in private sector companies. "The job loss reported in the first quarter signified a gradual deceleration in recruitment in the U.S. as the nation's economy downshifted," said Matt Ferguson, CEO of "In the next three months, employers anticipate marginal change in their hiring pace. While some industries are experiencing a contraction in employment levels, areas such as information technology, health care, professional and business services and sales continue to add full-time jobs."

For More Information Go To:

Reference Checking: The Unsung Recruiting Hero

If talent managers had an accurate way to help assess whether or not a potential employee was right for their organizations they would use it, right? Maybe not. Reference checking, one of the oldest and most basic recruiting techniques available, isn't as popular as it perhaps should be.

Dara Herbst, president of the Certified Reference Checking Co., said many in the HR space don't use available resources such as previous employers, supervisors and co-workers to help assess applicants' suitability. "More people are concerned about the criminal aspect than they are how well [potential candidates] performed in the past," Herbst said. "Not taking the person's references before you hire them could cost the company thousands of dollars in terms of training and lost productivity. If you're not going to check the person's references, you really don't know who you're bringing in." The main reason most talent managers don't check references is it's a time-consuming process, Herbst said. But talent managers should make time up-front to ask what she calls deep, penetrating questions to uncover critical information about a candidate's strengths and weaknesses.

For More Information Go To:

 ANNOUNCEMENTS Receives Award from Better Business Bureau founder, Kenneth Coats was presented with the 2007 "Complaint Free" award by Better Business Bureau President Steve J Bernas. This award is presented to businesses that have demonstrated a commitmenet to serving its customers and have maintain zero complaints throughout the year in their business service. In the year 2007, received no complaints or issues during its first full year of operation.

For More Information About visit the company's website: Releases New Gateway Web Services, a leading provider of software-as-a-service solutions for the employment and tenant screening industry, announced today their largest ever open integration effort: Gateway Web Services. “Gateway Web Services provides developers unprecedented access to the platform and expands options for direct integration and the creation of unique applications,” explained Kevin Lenahan, CTO of Entire web sites or components of a web site can now be built using Gateway to address specific business or client needs, without having being directly involved in the development effort. Using Gateway to build applications allows businesses to leverage the strong security, scalable infrastructure, and business experience that are hallmarks of

For More Information Go To:

 Welcome to the Legal Challenge Question!

This Month’s Challenge is sponsored by:

The 2008-2009 Background Screening Industry Buyers Guide
(Last Chance, Time is Running Out)

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 or 312-460-5000 or visit

Please choose your answer by clicking on it:

Question #4

If I am assisting my employer client with the adverse action process, what is the best practice for sending a notification to the applicant/employee?

a) Whenever he or she requests it

b) After taking adverse action if the report was not procured in connection with employment purposes

c) Prior to taking adverse action when the report was for employment purposes

d) All of the above


Would You Like To Get Introduced to More Than 20,000 Human Resource Managers?

The Guide is going to debut at the 2008 SHRM Annual Conference in June in Chicago. We will be showcasing firms in the background screening industry and distributing copies to more than 20,0000 human resource professionals at conferences as well as thru mailings.

Time is Running Out For You To Be In This Landmark Publication!
We have a price point to fit every size budget.

For More Information Click Here or to reserve space contact Barry Nixon at


Data Loss Problems Still Not A Priority At Most Companies

The tech industry's out to thwart data breaches at supermarkets, on social networks, in banks and schools, and across government and business, but it has a long way to go to get out the word about available products. Identity theft remains a big issue, yet relatively few companies plan to use data loss prevention products on their computers. In one data theft divulged in March, grocer Hannaford Bros. said hackers might have gotten credit and debit card numbers and expiration dates for as many as 4.2 million customers. Fraudulent buying reportedly followed the breach. "There's clearly a real crisis in data security right now," said Tom Corn, a vice president in data security at EMC's RSA security unit. But few firms consider data loss protection and disk encryption methods till after a problem arises, says Forrester Research analyst Natalie Lambert. "They think a full disk encryption solution is protecting the data," Lambert said. That, she says, is a misconception. "The reality is, when the machine is turned on, the data is anyone's game." Lambert says companies need a more comprehensive approach to truly protect data. Forrester found that about 25% of firms it polled in the third-quarter of 2007 employ some kind of data leak prevention system. Another 16% to 17% plan to adopt such products within 12 months. But that leaves far more than half of companies polled, most based in North American and Europe, with no specific plan to adopt technology for data loss prevention.

For More Information Go To:

“The number of annual victims dropped 300,000 in 2008 to 8.1 Million US Adults.” (Page 5)

2008 Identity Fraud Survey Report: Identity Fraud continues to Decline, But Criminals More Effective at Using All Channels

The Javelin 2008 Identity Fraud Survey Report provides a detailed, comprehensive analysis of identity fraud in the United States in order to help consumers and businesses better understand the effectiveness of methods used for its prevention, detection and resolution. A nationally representative sample of over 5,000 US adults, including 445 fraud victims, was surveyed via a 49-question phone interview to gain insight into this crime and the effects on its victims. This report is issued as a longitudinal update to the Javelin 2005, 2006, and 2007 Identity Fraud Survey reports.

Download the Report Brochure or Purchase the Report

Employees The Weakest Link In IT Security

There is growing recognition among employers that, however much time and money they spend on ramping up their IT security, it counts for very little if they fail to change the practices and mindset of their workforce. More and more firms are clamping down on their IT security, a study in the UK by consultancy PricewaterhouseCoopers has found, with seven out of eight large businesses now claiming to have a security policy in place. But the research among more than 1,000 employers conducted with the government's Department for Business, Enterprise & Regulatory Reform has concluded that, without changing people practices, this flurry of activity is a waste of time. Yet a series of high-profile data breaches and losses of personal information by the government over the past few months may mean that attitudes are finally changing. The PwC research identified changing employee behaviour as the key to improving information security. “It is a bit like the road speed limit – everyone knows what they ought to do, but only a few actually do it. Only when behaviour changes do businesses realise the benefits of a security-aware culture," he concluded.

For More Information Go To:

Whodunit? Was it the receptionist, the salesman or the building manager who gave away company secrets? Here's how to find and stop the leaks.

How far will you go to defend the privacy of your customers' and employees' personal data?

Trusting an employee with access to mission-critical or sensitive systems is a risky but unavoidable gamble. Let's face it: People are wild cards. Just as casinos thwart cheaters at every table or station on their floors, so, too, can IT officials thwart breaches by customizing security plans for individual employees in every zone of their companies. In fact, casino practices can be translated to the corporate IT world to create at a common-sense list of do's and don'ts for redoubling security based on who does what job. The lessons we learn reveal that it's never wise to entrust your business's most valuable or vulnerable assets to a single employee. Instead, compartmentalize access whenever possible, and never hesitate to look over employees' shoulders. Above all, follow the golden rule of a casino: Gauge your level of risk and develop airtight audit trails, urges Bruce Schneier, a security expert Schneier adds that "If you look at a casino floor, you will notice immediately that people are watching people," he says. Just as edgy casino managers constantly size up everyone on the floor as potential security threats, so must corporate IT security leaders size up every employee. "People are the weakest link in security. Playing by the rules is non-negotiable at casinos, where the stakes are high. Corporations that have just as much to lose must constantly communicate the same message. Only then will granting the privilege of access no longer be such a gamble.

For More Information Go To:


Want to Learn About the Latest Issues and Contemporary Views About Background Screening?

Background Screening and Investigations
Managing Hiring Risk from the HR and Security Perspectives

By W. Barry Nixon, SPHR and Kim Kerr, CPP
352 pages 16 ills
Copyright 2008
USD 49.95, Reference

Butterworth-Heinemann Title
ISBN: 978-0-7506-8256-5

To Order Click Here

NAPBS Webcast Series:

Please go to for new schedule

Courses are open to members and non members.

Snapshot of Bruce Berg’s NAPBS Conference Report

The attendance at the conference grew by 13% over last year to a whopping 689 attendees, with over 100 first timers. The quality, content and organization of this year’s conference were way beyond what I called last year as “Another bang up year for napbs and our industry.” There was so much going on it could have easily stretched into another full day.

The feedback from the 62 fellow exhibitors was very positive although they and the attendees would really have liked even more face to face time to just network, talk, meet and greet. This conference is obviously a great opportunity for the industry to meet with potential suppliers and do business.

There was much official and informal discussion on accreditation. Seems one major concern is creating a process so as to avoid litigation attorneys from attacking the napbs or its members for not including certain criteria in the accreditation or not measuring/inspecting properly. The key is to set standards, become accredited against those standards, make it affordable, yet effective, and be able to take away an accreditation, all without creating liability for the organization. The outgoing chair, Art Cohen, thinks we can work past this and the incoming chair, Larry Lambeth, feels strongly that we need to find a way. So, it looks like 2008 may be the year.

Art Cohen reported that napbs is working diligently to align with other related associations and organizations to build our power base when we need to put our position before the lawmakers. These include SHRM, ASIS, CDIA, NASA, NCRA. They are also looking to create a grievance protocol when a member is found to not be in compliance with good practices. The education sessions held monthly via webex have been quite successful with over 100 attendees per session and will continue.

Most everyone reported that sales are up in Q1 over 2007. But, people also said that based on the same customer base as 2007, Q1 sales were down for that same customer base; admitted decreases ranged from 5% to 15%. Macroeconomics is having an impact on our industry, yet the mood was still very upbeat.

To Read The Full Report Go To:


We can help you have a high quality e-newsletter to help nurture your relationship with your clients and attract new clients. Our customized newsletter service will take over your newsletter task or create a new one for you. We can manage the creation of your newsletter for you.

We are constantly researching information to use for The Background Buzz and you can put our research to use for you. Using the information rich content from The Background Buzz (minus the ads and competitors information) we will create a custom newsletter for you.

Use your staff’s time to do more valuable work and save all the hassle of researching or writing articles, formatting and managing all the other ezine tasks with our customized ezine process.

Contact Barry Nixon at 949-770-5264 or at for more information.

 One Place! Many Suppliers!

Looking for the Top Suppliers in the Industry? Need to find a new Supplier?

Visit’s VENDOR SHOWCASE which features suppliers to the Background Screening Industry (go to, click on ‘Click Here’ and then scroll down to Vendor Showcase for Background Screening Industry Suppliers)


NAPBS International Education Sessions A Smashing Success

NAPBS’ venture into the international arena to establish a global alliance of professional background screening and investigations firms took another big step by hosting two educational sessions at the annual conference. With a standing room only crowd the three international speakers: Guy Underwood, CEO, RISQ Group, Australia, Tejas Sanghvi, Supersoft, India and Michael Damm, ISB, Canada did an excellent job of describing some of the essentials regarding conducting background screening in their respective countries. There was a lively question and answer session, and let us not forget the outstanding moderating by Les Rosen, ESRCheck who lent his expertise and humor to the panel discussion. The next frontier for the International Committee’s Education Committee will be to start focusing on webinars for the international screening community.


Drug And Alcohol Testing By Employers In Canada

Two significant decisions have been rendered that add clarity on the state of the law on drug and alcohol testing by employers in Canada, one by an arbitrator in Ontario and the other by the Quebec Court of Appeal. In Greater Toronto Airports Authority v. Public Service Alliance of Canada, Local 00041 ("GTAA"), Arbitrator Jane Devlin reviewed the drug and alcohol policy applicable at Toronto’s Lester B. Pearson International Airport, and in Section locale 143 du Syndicat canadien des communications, de l’énergie et du papier c. Goodyear Canada inc.2 ("Goodyear"), the Quebec Court of Appeal assessed an arbitrator’s review of Goodyear’s drug and alcohol policy. Although these decisions add some new distinctions, the traditionally accepted principles related to drug and alcohol testing by employers in Canada remain valid. A central issue in both the GTAA and Goodyear decisions was random drug and alcohol testing. Consistent with the jurisprudential trend on this issue, both Arbitrator Devlin and the Quebec Court of Appeal struck down the parts of the employers’ policies that dealt with random drug testing for employees in sensitive positions. In view of these two recent rulings, it can now be definitively asserted that random drug testing by employers in Canada is prohibited, even in safety-sensitive positions.

To Read the Full Article Go To:


New risks from Japan’s SOX law

Subsidiaries of Japanese firms are at risk as Japan introduces its own Sarbanes-Oxley Act. Subsidiaries and affiliates of Japanese firms could be exposed to risks associated with new Japanese internal controls and financial reporting laws, which came into force on April 1. J-SOX aims to improve the transparency and accountability in business processes for all Japanese listed companies. Japan's Financial Instruments and Exchange law, or J-SOX, as it is informally known, is modelled on the US' Sarbanes-Oxley Act. The law requires companies to review how risk is managed across the entire group, and focus on the risks that could create material misstatements in financial reporting.


United Kingdom: Data Theft - An Inside Job

In recent years, employers have become increasingly vulnerable to resentful employees misusing or stealing electronic data. As more and more businesses rely on technology for essential processes, it is no longer enough for them to think only in terms of controlling access to physical documents. Modern technology allows for the transfer and/or exchange of huge volumes of electronic data in a matter of minutes. Unfortunately, this means that a disgruntled or departing employee can easily destroy, steal or misuse valuable proprietary information. He/she may even choose to pass on commercially sensitive data to a competitor, leaving his/her former employer potentially exposed to a loss of profit and/or costly litigation. Businesses sometimes find that a vindictive departing employee has deleted or destroyed data and, on occasion, gone to extreme lengths to wipe all information from a computer or other electronic device. There have even been cases where equipment has been physically damaged. Prevention is better than the cure and businesses can safeguard their electronic data by introducing and enforcing policies that cover:

To Read the Full Article Go To:

UK Business Foresees 'Bumpier Ride': CBI

CBI downgrades 2009 economic growth to 1.7%, consumption is forecast to slow to just 1.6% this year. The CBI has downgraded its 2008 outlook for UK growth, and it forecasts even slower growth in 2009 due to continued troubles in the credit markets, rising commodity prices and weak domestic and global demand. In its latest quarterly economic forecast, the UK’s business group has lowered its figure for this year’s rate of GDP growth down 0.2% to 1.8%. At the same time as the economy slows, inflation is due to rise. The CBI expects that the CPI rate of inflation will peak at 3.2% in Q3 of 2008, forcing the Governor of the Bank of England to write a second letter to the Chancellor. This compares with 2.7% predicted in the previous forecast. Due to the slowing economy, however, inflation is expected to come down in the longer term. So, the CBI expects the Bank of England will be able to cut interest rates in the second and fourth quarters of this year, with one more reduction early next year. This would bring interest rates down to 4.5% by early 2009. Richard Lambert, the CBI’s Director-General said: ‘Having enjoyed two years of strong growth, we are now living in uncertain times. We are facing a financial shock on a scale not experienced in recent times, which is coming on top of already slower growth.

The Case Against Vetting

Checking that the people who work with our children will not endanger them seems like a sensible policy. Children are vulnerable and we don’t want to put them in harm’s way. A succession of high-profile tragedies, from the Dunblane massacre to the Soham murders has only heightened anxiety about safety. However, when everyday community activities - school discos, parent-teacher councils, local sports clubs - now require a higher level of security clearance than the selling of explosives or firearms, surely it is time to call a halt to the ever-expanding culture of vetting. Criminal records vetting was once for people in unusual positions, such as spies and judges; now millions of fathers and mothers need the all-clear before they can go on school trips, become school governors, or volunteer with the local boys’ football team. There has been almost a 100 per cent rise in the annual number of criminal checks issued by the Criminal Records Bureau (CRB) since 2002, and the CRB recently announced its ten millionth disclosure. The Safeguarding Vulnerable Groups Bill, due to return to the House of Commons next week, will mean that 9.5million adults - one third of the adult working population - will be subject to ongoing criminal checks.

For More Information Go To:


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:


Federal Privacy Laws

State Privacy Laws


Employers - What You Need To Know About Social Insurance Numbers

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 and look under the gray line like below in the middle of the page:


Many Nonprofits Shun Volunteer Checks, Crime Victim Group Says

The National Center for Victims of Crime conducted a telephone survey of 517 nonprofit human service organizations to identify: characteristics of organizations that regularly screen volunteers, the screening methods used, and how information revealed byscreening is used in decision making. Most organizations say they conduct some screening, but few conduct thorough screening using all available methods of gathering information, including reference and background checks. In fact, one in four organizations does not call references for potential volunteers, and 27 percent do not conduct any type of background check. Less than one-third use fingerprints, the most reliable form of criminal background check. Most organizations say they would not accept a volunteer with a criminal history or a report of child or elder abuse, but some that said they would disqualify on that basis are not checking the sources of that information. For most organizations and volunteers, credit history is not an issue.

To Read the Full Report Go To:

We invite you to pull up a chair, take a break and join us in the Background Bistro to sip a latte and chat with this weeks guest:

This week Nick Cramer, Sales Director, Deverus took some time to sit down and talk to us in The Background Bistro. Nick gave us some insight into his day to day duties, aspects of his personal life and the direction that Deverus is headed.

As the head of sales for a technology focused firm Nick spends the majority of his time bringing in clients, traveling and introducing new Deverus technology. This job really keeps

me on the go, just last week I was in San Diego and right before that I was in D.C. Earlier this year I was also in Los Angeles, Denver and Chicago talking to prospective clients.

Cramer plays a vital role in helping background screening companies implement technology so that they are able to operate and perform at an optimum level. He believes that by helping companies become 100 percent automated and increase revenue streams Deverus has become a strong force in the background screening industry.

Before joining Deverus, Nick was in network administration and sales and he wanted us to know that he is a true tech guy. He loves understanding the inner working of computers and systems and has in depth knowledge of how information is processed. He feels this helps him in his day to day duties a great deal because understanding technology is essential to his job.

Deverus is a technology provider and we focus on giving companies what they want, where they want it and when they want it. Our company takes a streamline approach to solution solving that encompasses all aspects of H.R. We help them to improve upon their existing technology so that they can make improvements that will allow their business to gain a competitive advantage. For example, we introduce a new service almost every month, sometimes two. Recently, it was our I-9 and E-screen products and shortly after that will be our Nation Wide Instant Super Search. In addition, despite our focus on technology, we do not forget that Human Resource Managers are always looking for good customer service so we give them the technology they want with a smile and go the extra yard to keep them happy.

We do a number of things to stay ahead like investing heavily into the industry by traveling to relevant trade shows and conferences. We take the time to really listen to our clients. We take their feedback seriously and make changes accordingly. We have a full-time development staff and stay quite active with the N.A.P.B.S. which helps us to stay innovative and ahead of the curve. Our clients also like our response time and feel that we are very knowledgeable.

On the personal side Nick was quick to point out that he is single and really takes advantage of his free time. He shared that going to the lake is a big one for him. I also enjoy working out and going to the gym. Riding my Harley and playing the guitar with my buddies are a few of the other things that I enjoy doing during my time off. It also turns out that Nick is really into music, all types of music. He said, “You name it and I listen to it. I am a big music person and have a wide variety of taste. Living in Austin there is no shortage of music at all. I love anything live. If I can go to see it then I‘m there.

In a reflective moment, Nick offered that he thought that the industry needs continuous innovation in technology and customer service. His final thought was that we need to listen to what our clients have to say and then give them exactly what they want. Of course, I believe that leading the way with innovative technology is the best way to keep our clients happy.

To Contact Nick email him at or visit


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

SHRM State Conferences, visit

Drug and Alcohol Testing Industry Association (DATIA), 2008 Training Course Schedule, visit

National Association for Professional Background Screeners (NAPBS), 2008 Webinar Schedule, visit

World Federation for Personnel Management, Events,




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