888 450-2060
14320 FM 1826
suite 101
Austin Texas, 78737

Does your employment screening software give you the edge you need? We continually deploy new technologies that help our customers win in their markets. Last month it was SchoolCheck, a product which helps our clients compete in the growing field of medical related student screening. Call today and find out what Accio Data can do for you this month!

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Bill Greenblatt, CEO of Sterling Testing Systems, Named Ernst & Young’s Entrepreneur Of The Year® 2006 Award Winner in the New York Metro Region

New York City (June 29) Sterling Testing Systems, Inc. announced that Bill Greenblatt, CEO, received the Ernst & Young Entrepreneur of The Year® 2006 Award in the New York Metro Region. According to Ernst & Young, the award recognizes outstanding entrepreneurs who are building and leading dynamic and growing businesses. Bill Greenblatt was selected by an independent panel of judges and the award was presented at an Ernst & Young Entrepreneur of The Year 20th anniversary gala event on June 28 at the New York Marriott Marquis (NYC). As CEO and Founder of Sterling Testing Systems, Bill Greenblatt is one of the nation's top experts in the field of pre-employment screening, drug testing and background checking. With more than 30 years of experience in the field, Greenblatt is passionate about helping organizations create a safer workplace environment by supplying better information through technological innovation. Under his leadership, the company has enjoyed a 99% customer-retention rate among its 6,000 clients, deploys the most advanced client-support technology, provides an ever-growing roster of services, and doubled its size in the past two years.

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The Registry now has the complete 50 States participating with South Dakota and Oregon coming on board. The Registry provides real-time access to public sex offender data nationwide with a single Internet search.This Web site is provided as a public service by the U.S. Department of Justice. Using this Web site, interested members of the public have access to and may search participating state Web site public information regarding the presence or location of offenders, who, in most cases, have been convicted of sexually-violent offenses against adults and children and certain sexual contact and other crimes against victims who are minors.

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Home-Grown Terrorist Emerge

The June 22 arrests of six men in Miami and one in Atlanta for plotting to destroy Chicago's Sears Tower and public buildings elsewhere provide the latest case in point. The band of alleged terrorists - which the government says pledged fealty to Al Qaeda, but had no actual contact with it - has been characterized as "homegrown" because five of the suspects are US citizens. Many of those arrested were not seen as threats by those who knew them. In an earlier case in Lackawanna, N.Y., the six men who ultimately pleaded guilty to providing material support to terrorists grew up watching football, played sports, and enjoyed barbecue. In the Miami case, one of the suspects is a musician who also worked at an Abercrombie & Fitch store. "These folks have various jobs, including ice-cream truck driver. A lot of them are students, a lot of them are Muslim converts or their parents came from Middle Eastern countries," says Oren Segal, director of the Center for the Study of Left-wing and Islamic Extremism in New York.

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902 East 5th Street Suite 101
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Industry’s First Extended Workforce Screening Solution’s Platinum Member HireRight Inc. has announced the Extended Workforce Screening Solution, the industry’s first robust software solution for managing the background screening of vendor and partner employees, temporary employees and independent contractors who have access to a company’s facilities, data, personnel and information systems. Most large enterprises today screen full-time employees, but these other categories of the workforce generally do not undergo the same security procedures, representing a major security gap. In fact, a recent study conducted by HireRight found that vendor employees were 92 percent more likely to have a felony record than permanent hires of the same companies, and were approximately 50 percent more likely to have a misdemeanor record or drug history.

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A Company that Certifies the Truth of Resumes

Background checks are routine at many larger companies, but they usually come after the employee has been hired. Jared Flecther thinks that is backwards and started a firm, ResTrust to certify the information contained in an applicants resume. Under the plan, job seekers would send their resumes to ResTrust online and pay about $40.00 to have the company verify their education, career and criminal past. ResTrust would outsource the actual screening to one of the large data aggregating companies, but once it got the all-clear, it would send the document back to the client via e-mail with a tamper-proof digital seal and unique ID number verifying that it’s fib-free.

This article appeared in on June 16, 2006 and can be accessed thru their archive at


Some Thoughts on Determining the Frequency of Publishing Your Webzine

One of the most frequent questions that we get when discussing webzines is ‘how often should we publish?” With today’s overloaded email boxes webzine publishers are very conscious about not getting caught up in the online version of the proverbial ‘file 13’, better known as the delete key. To avoid this fate it is critical to determine the right frequency so that your readers view your information as bringing them value and not as an intrusion. Overwhelming your readers could result in many of them unsubscribing or worse, just not reading your webzine.

Let’s look at some of the key considerations. First of all, is your news or information perishable? If your information is date sensitive or must be acted on quickly then sending it next week will not serve any purpose. Accordingly, ‘time sensitive’ information needs to be sent in short intervals. An example would be if your webzine deals with travel discounts and a major airline announces it has a three day sale on tickets from New York to London. You need to get that information out today so your readers can receive value from the information. On the other hand if you website focus is ‘quotable quotes’ it is not likely that it has the same sense of urgency for publishing the information.

Another key consideration is resources and their utilization. Needless to say to produce a daily webzine requires more commitment of resources and time, then to produce a quarterly webzine. Consider the following:

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Find resumes of people with industry experience and industry employers seeking industry experience. - your one stop source to quickly and easily find people in the background screening industry. Go to today!




  1. You are provided a full page to display your marketing message.
  2. Your web site URL appears with your listing and is linked to your web site so potential clients can go directly to you.
  3. You get an automatic pop up email to connect visitors directly to your sales staff.
  4. Your logo will be placed at the top of the page along with other Platinum member’s logos in the alphabetical and geographical (US or International) sections. In addition, Your logo will rotate on the front page giving you a substantial advantage over non Platinum members.
  5. On your specific alphabetical and geographical (US or International) page your firm’s logo will appear at the top ahead of all other non platinum listings.
  6. You can update your ad copy at no charge if you introduce new products and services or your marketing campaign changes.



Sorting The Fakes From The Fabulous

United Kingdom - Job applicants who augment degree results on their CVs or fake references have reason to fear Eyal Ben-Cohen. The entrepreneur runs Verifile (a Platinum Member), a company that checks the CVs of its clients’ prospective employees. “We make sure a person is who they say they are and that there are no skeletons in the closet,” Eyal says. “Our basic checks include verifying that applicants have the qualifications that they purport to have and that they have taken part in all the work experience listed on a CV,” he says. This can be time-consuming because he will not settle for certificates. “They can be faked,” he says. “We go back to the source.” Verifile can also check financial and criminal records. All applicants must give permission for such checks, but last month it emerged that thousands of job-hunters were being subjected to over rigorous background checks by employers. While those working with children or in positions of financial responsibility have to undergo in-depth checks, applicants for unrelated jobs were also being checked to the same extent, which is illegal. Eyal says: “Our role here is to help the employers we work with to comply with the law. We know which checks are appropriate for which jobs.”

To Read Full Article Go To:,,8213-2217377,00.html

Employers Now Use Anything Up To Seven Different Methods Of Checking Up On Job Applicants

United Kingdom - According to a survey in the current issue of IRS Employment Review employers take seriously the threat of identity theft, and the steps they are taking to ensure that candidates do not slip through the legal net intended to safeguard children and vulnerable adults from dangerous carers. Alongside the use of references from current and former employers, recruiters now typically carry out Criminal Records Bureau checks for relevant posts (See for further information), and seek to verify professional and academic qualifications. Most want documentary proof that the candidate is who they say they are, and will probe further where there are gaps in an applicant's CV. The survey of 100 employers found that, although criminal records checks were thought to be the most useful tool available to potential employers, they were most likely to follow up discrepancies or other warning signals identified in job references (see tables below). Most employers also investigate further if there are gaps in employment or if the information candidates give at interview does not match up with that in their CV or application form. The survey found that while all the organisations taking part in the research would still accept references by post, three out of ten were now happy to obtain an email reference. Four out of ten prefer to rely on telephone references.

To See More Results of Survey Go To:

Dangers for Hiring in China

The employment market in China is great news for professionals, but for companies it offers only challenges. In China the biggest corporate problem by far is hiring. If you are looking at surviving in the China market you had better understand the challenges that you face as you try to build a talent pool of excellent people. Frank Mulligan, Talent Software shares some insightful perspectives about doing business in China covering topics such as New Generation of Workers, Skill Flow, Retention, Worker Shortages, Surplus of Graduates and Culture Collapse. For example, People with strong skills in China are moving East. Unfortunately, for cost reasons, companies in China are moving West and with the rapid turnover of staff in China, companies are finding it extremely hard to maintain any semblance of a corporate culture and it gets worse. . .

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Faking It

As opportunities for U.S. based business continue to abound in China, the struggles companies face in finding homegrown talent in that region have been well-documented. Now adding to the problems plaguing this crucial market, comes a further complication, one that makes finding and choosing truly qualified employees even tricker: the increasing number of “diploma mills,” or unaccredited institutions that bestow false degrees and certifications upon graduates regardless of their abilities. While such schools are not a new phenomenon in China, they seem to be growing in number. Authenticating academic qualifications is a concern for business in any country. What makes the problem unique in China is the country’s largely paper-oriented verification process in most universities as well as companies.

See Human Resource Executive, June 16, 2006 edition

Merger Creates One of Asia’s Largest Pre-employment Screening Service Providers

HONG KONG,– Hill & Associates Limited (a Platinum Member), Asia’s largest risk management & business intelligence consultancy firm, today announced that it has reached a definitive agreement with Quam Limited an integrated financial services group listed on the Stock Exchange of Hong Kong, to merge their respective pre-employment screening operations and form a leading Asian pre-employment screening business. The merged entity will trade as Verify Screening Solutions (Verify) and will hold leading market positions in all substantial markets throughout Asia, thereby offering a ‘one-stop-shop’ screening & credit data verification service to multinationals across the region. In addition to providing customers with more resources and expertise, both units will complement each other geographically given Verify’s strong footprint in Singapore, Malaysia and India, and Quam Data‘s leading status in Hong Kong, China and Taiwan.

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Monster Employment Index UK Surges in June

Online job recruitment activity and related employment opportunities across the United Kingdom rose sharply in June, as the Monster Employment Index UK showed a surge in online hiring activity, ending a downward trend observed during the previous three months. The Index climbed 17 points to 125 in June, driven by a greater number of opportunities for workers in sectors such as marketing, PR & media; public sector, defense and community; sales; and engineering. Only the research and development; and arts, entertainment, sports and leisure sectors saw a decline in offers. Year-on-year growth of the Index was twenty points, or 23 percent.

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Post-Employment Screening: A Risk Management Tool

South African - Any company would be very mistaken to think that screening and due diligence stops or is complete once a person has signed their contract of employment and started working, considering research shows that a high percentage of individuals who have held positions over a long period are implicated in serious fraud. A KPMG survey in 2005, on fraud in South African businesses, showed 55% of these crimes were performed by junior to middle management, 42% were employed for 2 - 5 years and only 17% had been with the company for less than a year. Yet it is very uncommon that companies think to check employees that have been with the company for an extended period of time. Pre-employment screening reduces the risk of a bad hiring decision, post employment screening minimises the risk to which a company is exposed over the long term. For More information

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“Got International Information?”

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 EU countries data protection and other laws, Canada, terrorist searches and much more. Also included is very practical information on time zones, locating cities, etc. Check it out and I am sure you will want to Bookmark it so you can use it over and over. To view the International Section go to and look under the line in the middle of the page:


Call Barry Nixon at (949) 770-5264 today to join the exclusive Platinum Club
or Click Here to start enhancing your Sales Opportunities Today


Raises average under 4 percent for fourth straight year

Annual pay raises should average only 3.5 percent this year and are expected to remain at approximately the same level through 2007, according to projections released by The Conference Board. This marks the fourth year in a row that annual salary increases will be less than 4 percent as employers try to keep a tight rein on their budgets. And Conference Board compensation analysts project that annual pay raises for 2007 in all industries and for all three employee categories (non-exempt, exempt and executives) will continue to hover around 3.5 percent. Pay raises for executives will average slightly higher than those of the other groups, at 3.8 percent, the salary survey revealed. For More Information

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The Costs of Hiring Mistakes:

According to a survey of 444 North American organizations conducted by Right Management Consultants the top 5 consequences of bad hiring and promotion decisions are:

68% Lower morale
66% Decreased productivity
54% Lost customers/market share
51% Higher training costs
44% Higher recruitment costs

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 2006 Background Buzz MEDIA RATES:

Click here for more information about advertising in The Background Buzz and (Sections: US Provider, International, Vendor Showcase.)


Society for Human Resource Management (SHRM) - For Details on State Conferences, go to

2006 FALI Professional Investigation Conference, August 31, 2006 -- September 2, 2006, Orlando, Florida.

Global Security China 2006, Shenzhen Convention & Exhibition Centre, Shenzhen, China, 5 - 7 September 2006,

Business Forums International's HR RISK SUMMIT 2006, September 5, 2006, London W6,

Digital ID World’s Managing the Decentralization of IDENTITY, September 11-13, 2006, Santa Clara, CA,

Business Forums International's Global Employee Vetting Conference, September 22, 2006, New York Hilton, New York, NY

ASIS International’s 52nd Annual Seminars and Exhibits, San Diego, CA, September 25-28,

Ninth Annual HR Technology Conference, October 4-6, Chicago. Go to for special invitation and to register -

Business Forums International's Global Employee Vetting & Screening for US Multinationals, New York, November 10, 2006,


The Background Buzz is a service of, the premier listing of Preemployment Background Screening companies on the Internet for employers to search for a firm to meet their preemployment background checking needs. The Background Buzz is published by the National Institute for the Prevention of Workplace Violence, Inc. All logos highlighted in ‘New Featured Clients' are the sole property of the companies named and copyright protected by the respectively named company. Please direct questions, feedback or request to be added to or deleted from our distribution list to

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