Feliz Navidad y Próspero Año Nuevo.../Felices Fiestas!!

As we approach 2011, I am reminded of how much I have to be thankful for and how truly blessed I am. This week I had a conference call with a prospective client on a marketing campaign they are planning and had a robust discussion on ‘how to write effective marketing and advertising copy.’ Later in the week, I met with another prospective client to discuss my perspectives on the background screening industry and also advised them regarding some considerations for an upcoming marketing campaign they will be launching. It actually felt good. Kind of like the old days and reminded me how quickly we can let go of the ‘pain, misery and trauma’ associated with hard times. All I know is this feels a lot better and as Cherie Smith of KPMG shares in our lead article most firms in the industry are optimistic about the coming year too.

Speaking of 2011 we have some very exciting new services coming down the pike.

Since there is growing interest in international background checking and a thirst for knowledge we decided to add an International Legal Challenge Column to stimulate your learning juices. I am extremely pleased to announce that Baker & McKenzie, the renown international law firm, will be supporting us in this endeavor and will be providing the questions and answers.

We will also be distributing our Special Directory featuring our Platinum Members that are suppliers to the background screening industry in late January. Please note that we are inviting International Screening firms that wholesale to other background screening firms to take advantage of this opportunity to promote your services too. Providers this is a great time to become a Platinum Member and take advantage of our sign up bonus – a complimentary eDirect mail campaign to our database of more than 1,600 background screening firms.This is a $650.00 value that you will get at no cost.

A phenomenal new marketing tool is coming! is going to rock the background screening world! This will be the next big thing in Internet Marketing. Want to know more? Sign up for a sneak preview in January. Click Here to register for an exclusive sneak preview of the next generation of Internet Marketing and how it can help your business get more clients.

As you can see we are starting out the year ‘fast and furious.’ Our goal is to make this your best year ever because we know if we help you to succeed, we will succeed. Thanks again for your support throughout 2010 and I am looking forward to working with you in 2011.

Be sure to check out deverus’ new ad, HR Marketers’ study on HR suppliers budgets for 2011 and to register for Fetch Technologies webinar - Resolve to Reduce Costs of Screening Through Automated Background Search

Have a blessed holiday season and stay safe.

PS - Feliz Navidad y Próspero Año Nuevo...(Merry Christmas and have a prosperous New Year)
Felices Fiestas!!! (Happy holidays)

Volume 6, Edition 12, December 2010



Current Environment for Background Screening Companies

The fourth quarter of 2008 marked a change not only for background screening providers but for every company, employee and consumer in the US. However, two years after the collapse of the financial system, the background screening industry is in a much more stable environment. This article discusses the overall environment for background screening companies including an overall market update, an overview of the industry landscape and an outlook for 2011 and beyond.

Industry Landscape

The background screening industry is highly fragmented and can be characterized by a barbell shape. There are a handful of larger participants, a limited number of mid-sized players and hundreds of small, privately-held providers. In 2010, there are four providers with screening revenue greater than $100 million, five to 10 providers with revenue between $20 and $100 million, 40 to 50 providers with revenues between $5 and $20 million and hundreds with revenue less than $5 million. The total market, which is estimated to be between $1.6 and $2.2 billion, has decreased 15 to 25 percent since its peak in 2007/2008.

The chart below highlights the year-over-year quarterly revenue growth for the companies that publicly report background screening revenues. Hiring and screening revenue declined substantially beginning in the fourth quarter of 2008 when the revenue of service providers declined over 25 percent on a year-over-year basis. This challenging environment persisted for four consecutive quarters. While the trend has been improving since the fourth quarter of 2009 and annual quarterly growth returned in 2010, the growth is tempered by the fact that revenues were so depressed in 2009.

During the third quarter of 2010, KPMG Corporate Finance spoke with over 20 background screening providers in an effort to gauge the industry outlook. Every background screening provider is experiencing 2010 revenue growth and expects revenue to exceed 2009 by 10 to 50 percent, with the growth largely fueled by increased hiring among their existing customer base. Not surprisingly, the service providers that experienced the largest 2009 declines are experiencing the highest 2010 growth. That said, very few companies expect their 2010 revenue to exceed their 2008 revenue. They are still off their peak but the outlook for 2011 remains positive. Approximately half of the screening providers interviewed expect to achieve their highest revenue ever in 2011.

With the downturn in top line revenues, providers made substantial changes to their businesses. Providers have been able to maintain margins as they re-negotiated rates with vendors and have focused on process improvements. Although technology is no longer a differentiator in the market, it does continue to drive efficiencies. In addition to technology enhancements, providers reduced headcount on average 30 to 50 percent. Although some providers are hiring again, the hiring represents only a fraction of what was let go. Companies may achieve their peak revenues in 2011 but they will do so with 20 to 30 percent less staff. The silver lining in the downturn is that screening providers believe that they operate much more efficiently today. That should position the providers better for the future.

This information is based on a presentation made at the Pre-employment Screeners Conference in November 2010 by Cherie Smith Homa, Managing Director, KPMG Corporate Finance LLC.

To read the full article click here and to to get a full copy of the presentation please contact Cherie at

Top Background Screening Trends of 2011 from EmployeeScreenIQ

Since 2007, the global employment screening company has developed an annual list for HR professionals and executives. This year's trends are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news.

To read the nine hot topics that hiring professionals need to watch during 2011visit .

NAPBS Public Comments on Proposed EEOC Credit Report Alternative

Laura Randazzo, Chair, National Association of Professional Background Screeners (NAPBS) wrote NAPBS welcomes this opportunity to provide public comment to the Equal Employment Opportunity Commission's (EEOC) proposed alternative to credit reports, which was suggested for employers to use in making hiring decisions during the Commission's October 20, 2010 meeting on Employer Use of Credit History as a Screening Tool. Rather than obtain credit history on an applicant, the suggestion was made for an employer to pose the following questions to an applicant's prior employers as a standard reference check:

1) Did the employee perform adequately?

2) Did you have any concerns about the employee's integrity or reliability? and,

3) Would you re-hire this employee?

NAPBS is a trade association in which most members are consumer reporting agencies, as defined by the Fair Credit Reporting Act (FCRA or Act) and presently regulated by the Federal Trade Commission. We are committed not only to our own compliance responsibilities under the FCRA, but also to assisting our end-user customers and consumers with understanding their rights and obligations under the Act. We also counsel our end-user customers of consumer reports, which may include credit reports, to adhere to not only FCRA but also Title VII.

To read the full commentary made by NAPBS visit


The following information was released by the House Committee on Education and the Workforce: A new government report released today found that individuals with histories of sexual misconduct were hired or retained, in at least once instance, breaking existing state laws that prohibit offenders from being near children or on school grounds. The report, issued by the Government Accountability Office (GAO) and conducted at the behest of U.S. Rep. George Miller (D-CA), chairman of the House Education and Labor Committee, highlights 15 cases of public and private schools hiring or retaining teachers, support staff, coaches and volunteers who had histories of sexual misconduct. In at least 11 of the cases, the offenders who were hired or retained had previously targeted children. In at least 6 of the cases, the offenders abused more children after they were hired.

"This report is horrific and incredibly troubling. It is very clear from GAO's work that there was a major breakdown in the schools highlighted in this report - and quite possibly, in many more schools across the country," said Miller. "Our schools have a fundamental obligation to children and parents that all students are safe at school at all times. What we see here is a major violation of that trust and very poor judgment by some school officials.

To read the full article go to:

EU Set To Talk Privacy, Terror With U.S.

Justice ministers in the European Union said they approved the start of talks with U.S. officials on privacy protection issues tied to bilateral crime and terrorism prevention activities. "Protection of personal data is a fundamental right for EU citizens," said EU Justice Commissioner Viviane Reding. "To guarantee this right, we need to be ambitious in our approach to personal data protection -- both at home and abroad." The aim of the talks, the European Commission said, was to make sure personal information is protected during overseas transfers of information.

To read the article go to:


United States: Massachusetts Agency Releases Guidance on Interpretation of "Ban the Box" Legislation

The Massachusetts Commission Against Discrimination (MCAD), the agency responsible for enforcing the "ban the box" provisions of that legislation, has now issued a fact sheet in the format of frequently asked questions to explain how it interprets the new law. . Click here to view the fact sheet. Importantly, the MCAD's interpretation appears to expand the new legislation in two key ways. First, the MCAD interprets the phrase "initial written job application" to mean any written communication with applicants before the interview. Second, the MCAD seems to interpret the law as covering applications received by candidates in Massachusetts even where the position for which they are applying is located elsewhere. Indeed, the fact sheet explains "[a]ny employer that does business in Massachusetts and takes applications in Massachusetts is subject to [the law]."

The fact sheet is not formal regulation and it does not carry the force of law. It is important guidance for any employer hiring in Massachusetts, however, because the MCAD is the agency responsible for enforcement of this law. This means that the MCAD is the agency where applicants will lodge complaints that they were unlawfully asked about criminal history during the hiring process. The agency can investigate, hold a public hearing and assess damages where the MCAD determines-based on its own interpretation of the law-that an employer has violated the "ban the box" requirements.

To read the full article go to:

Credit Check Lawsuit Signals Potential New Wave of Class Actions

Close on the heels of the EEOC's October 20, 2010, public meeting on the use of credit checks by employers, LoudyAppolon filed a putative class action against the University of Miami and the Leonard M. Miller School of Medicine alleging that the schools utilized credit checks in a manner that discriminates against African American and Latino applicants.

The complaint alleges that in 2009, Appolon, an African American, applied for a senior medical collector position with the University of Miami, Miller School of Medicine. She received a conditional offer of employment, contingent on a background check. Prior to beginning her employment - but after she quit her employment with North Shore Medical Center - the University withdrew its offer of employment as a result of her credit report. The credit report on which the University relied contained errors. Appolon corrected the errors with the credit reporting agencies. She also attempted to notify the University of the errors to no avail. According to Appolon, the corrected report showed she had no active credit problems or other problems relevant to the senior medical collector position.

To read the full article go to:

 Welcome to the Legal Challenge Question!

Sponsored By:

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:

If a client notifies you that a consumer has contacted them regarding inaccurate information in a consumer report that your firm provided you need to . . .

a) contact the consumer of the disputed CRA report

b) investigate the dispute and report the results to the applicant

c) investigate the dispute and report the results to the applicant and the client

d) (a) and (b)

e) (a) and (c)

f) do nothing, the matter is between the applicant and the client since they were notified directly.


A Subsidiary Of The American Bankers Association Endorses Lexisnexis Screening Solutions

The Corporation for American Banking - a subsidiary of the American Bankers Association - is now exclusively endorsing LexisNexis Screening Solutions, which includes fingerprint channeling to the FBI. As part of this strategic alliance, the ABA fingerprint service will be sold to LexisNexis Screening Solutions, an authorized FBI channeling agent. The transfer of technology and intellectual property will expand the ABA's existing alliance with LexisNexis Screening Solutions.

"We decided to transition our fingerprint service to LexisNexis Screening Solutions because they are the leader in background screening solutions for the financial services industry," said Edward L. Yingling, ABA president and CEO. "LexisNexis Screening Solutions can offer our members a more comprehensive suite of screening services that goes beyond fingerprinting."

To read the full article go to:

Kroll Chairman William Bratton Honored As One Of 2010's Most Influential People In The Security Industry

Security magazine has selected Kroll Chairman William J. Bratton as one of 2010's most influential people in the security industry. In a special feature in its December issue, the magazine published its list of those top leaders who "positively impact the security industry, their organization, their colleagues, and their peers." This is the second time that Mr. Bratton has been honored by the magazine, which had selected him as one of the most influential security executives in 2008. Leaders in the security industry are nominated by their colleagues and are chosen by Security magazine's Executive Council based on the nominees' leadership qualities and the positive impact that their security projects, programs, or departments have on their organizations, colleagues, and the general public.

Mr. Bratton joined Kroll, an Altegrity company, in November 2009, after serving as Chief of the Los Angeles Police Department (LAPD) for seven years.The only person ever to serve as head of the LAPD and the New York Police Department (NYPD), Mr. Bratton established an international reputation for re-engineering police departments, improving relations with minority communities, and using cutting-edge technology to fight crime and terrorism.

To read the full announcement go to:


SkillSurvey Used by More Than 10% of Hospitals

SkillSurvey, Inc. has announced that Ashland Community Hospital in Ashland, Oregon and Elmhurst Memorial Healthcare in Elmhurst, Illinois are among more than 200 hospitals and health systems that rely on SkillSurvey's candidate assessment and sourcing solutions. SkillSurvey's Pre-Hire 360 and Passive Candidate Compiler are now in use by more than ten percent of hospitals that have adopted the Planetree model of patient-centered care.

For more information about SkillSurvey go to:


Criminals Land Jobs As Debt Collectors

Criminals often lie to get into the debt collections industry. Despite a Minnesota law, rapists thieves and other offenders are cleared to work as collectors -- with access to financial data. Lee Song had already been caught forging checks when she swindled her former employer out of $127,122 by submitting phony payment vouchers. Yet, less than four years later, the Minnesota Commerce Department cleared Song to work as a debt collector -- a job with access to people's private financial information. Song is one of at least 743 criminal offenders in Minnesota who have been registered as debt collectors since 2005, a Star Tribune investigation has found.

When offenders filled out state applications to be debt collectors, 75 percent of them lied about having a criminal past. The Commerce Department, which regulates collectors, routinely approves criminals to work in the collections industry without conducting background checks. "The system in this state for screening collectors is broken," said Patrick Hayes, a consumer attorney in Minneapolis. "These are people who can find out where you bank, where you live, even where your friends and relatives live, and the state doesn't seem to care if they are hardened criminals. Why even register collectors if you register criminals?"

To read the full article go to:

FTC Releases Privacy Report

The U.S. Federal Trade Commission has released its long-anticipated staff report on consumer privacy. The report, "Protecting Consumer Privacy in an Era of Rapid Change: A Proposed Framework for Businesses and Policymakers," is the culmination of the FTC's "privacy rethink" project and includes preliminary recommendations. "The report appears to address the key themes that [the commission] previously had indicated would be covered," said Hunton& Williams partner Lisa Sotto. "Industry leaders undoubtedly will pay close attention to the FTC's pronouncements." One of the major themes of the 122-page report is the need to reduce the burden on consumers by simplifying choice, embracing privacy-by-design principles and making privacy policies more consistent across the board.

To read the full report go to:

How To Effectively Guard Against Employee Theft

Most business owners never think their employees would steal from them. However, some workers do. "All employers should be aware that they can be the victims of fraud," said Allan Bachman, education manager with the Association of Certified Fraud Examiners . "Everyone seems to think that it can never happen to them. Obviously, they are wrong." Fraud exists in virtually all sizes of organizations, and costs U.S. companies about 7 percent of gross revenues. That's equal to a loss of about $994 billion in 2008, according to the ACFE's Report to the Nation on Occupational Fraud and Abuse. Business owners can take a variety of steps to help guard against employee theft. Some of these steps include: doing a thorough job of hiring employees in the first place by conducting background checks, Interviewing and calling references, having a written policy on ethical behavior that employees must sign; . . .

To read about more steps to prevent fraud and go to:

US Department of Commerce Releases Draft Privacy Green Paper, Adding to Federal Examination of Privacy Protections

Preserving consumer privacy online and thereby bolstering consumer trust in the Internet is essential for businesses to succeed online according to the just-released Department of Commerce Green Paper entitled "Privacy and Information Innovation: A Dynamic Privacy Framework for the Internet Age." The Green Paper says there is a "compelling need to provide additional guidance to businesses, to establish a baseline privacy framework to afford protection for consumers, and to clarify the U.S. approach to privacy to our trading partners - all without compromising the current framework's ability to accommodate new technologies."

Like the FTC Report, the Commerce Green Paper proposes an expanded set of Fair Information Practice Principles (FIPPs), yet it goes farther by directly raising the question of whether the FTC should be given rulemaking authority to implement privacy principles (which it now lacks under Section 5 of the FTC Act). The Green Paper also suggests a safe harbor provision in any legislation, for companies that adhere to "voluntary, enforceable codes of conduct." A key role for the new Privacy Office would be to bring together the many different parties that are necessary to help develop privacy practices." Mutual international recognition of and respect for privacy frameworks also is mentioned in the Green Paper, a reference to the EU's persistent finding that the U.S. lacks "adequate protection" of personal data, thus requiring cumbersome legal mechanisms for the cross-border transfer of data.

The Green Paper is being published in the Federal Register with a period for public comment and input.

To read the full article go to:


 One Site! 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)

New! Directory of Suppliers Now Available - Click Here!


Renewed Confidence in Hiring Offers Brighter Employment Outlook in the First Half of 2011, Find Dice Holdings' Survey

After ten consecutive months of private sector employment growth, half of employers and recruiters anticipate more professionals will be hired in the first half of 2011 than the previous six months, according to a new survey byDice Holdings, Inc. (NYSE: DHX), a leading provider of specialized career websites for professional communities. This result closely mirrors findings six months ago which are being reflected in the general labor market - with private employers adding 132,000 jobs per month on average since July, as compared to just 98,000 new positions per month in the first half of 2010, according to the Bureau of Labor Statistics.Evidence is mounting that the pace of hiring is being impacted by a shortage of skilled professionals to fill the available positions. When hiring managers and recruiters report the time to fill positions is lengthening, the majority (52%) say the inability to find qualified professionals is the number one reason. This is a reversal of six months ago when caution related to the economy anchored the top spot. "The labor market is improving, but employment is still not growing as quickly as in previous recoveries," said Scot Melland , Chairman, President & CEO of Dice Holdings, Inc. "However, with skills shortages starting to emerge and voluntary departures on the rise, 2011 will likely be a busy year for hiring managers and employers."

For additional information go to

Nearly Half of CFOs Say Firms Adding Staff

A survey of CFOs by Bank of America Merrill Lynch found that 47% said they expect their companies to hire additional employees in 2011. That compares with 28% who forecast the same in last year's survey. Only 6% expect layoffs compared with 9% last year. The survey included 801 executives.

To the full article go ' Click Here .'


How Much Should You Charge For A New Product?

Charge too much and it won't sell -- a problem that can be fixed relatively easily by reducing the price. Charging too little is far more dangerous: a company not only forgoes significant revenues and profits, but also fixes the product's market value position at a low level. And as companies have found time and again, once prices hit the market it is difficult, even impossible, to raise them. In our experience, 80 to 90 percent of all poorly chosen prices are too low.

Companies consistently undercharge for products. Many companies take an incremental approach to pricing: they use existing products as their reference point. If a new offering costs 15 percent more to build than the older version does, for instance, they charge about 15 percent more for it. Particularly in consumer markets, they might set the price slightly higher or lower than that of their main competitor. The incremental approach often underestimates the value of new products for customers. By using an existing product as the reference point, the company can undervalued a revolutionary product.

To read the full article go to:

C:\WBN Documents\WV\WV\Product Lines\Pre-Employment\Product Lines\Background Buzz\Volume 73 - Dec\Bistro\VinceSJVnapbsphoto.jpg

How Long have you been in the background screening industry and what led you to join the industry?

I was first hired by SJV in 2000. I was required to do an internship with a local business, and found out about SJV. I thought it would be pretty cool to find out if someone had a criminal record, so I pursued the internship. I continued to work seasonally, as attended an out of state college, and only returned to Georgia for holidays and the summer months. Once my education was completed, Scott approached me with a great opportunity at SJV, as the company had grown tremendously while I was pursuing work in an unrelated field.

If you could meet any one regardless of whether the person is alive or not who would you want to meet and why?

I would want to meet one of my heroes, Walter Payton. He is famously known for being one of the greatest professional athletes of all-time, and he unfortunately passed away in 1999 from a rare disease. He was one of, if not the best at what he did professionally, yet he didn't have the typical skill set that coincided with succeeding. He wasn't that tall, very big, or particularly faster than other running backs, but he was still the best. He found great success in the way he went about his daily personal and professional life, while also inspiring others around him to be the best they possibly could be. His motto was simply, 'never die easy.'

What is an accomplishment that you are especially proud of?

Not many people in our industry are aware that I obtained my Master's Degree in Exercise Science in 2006, while working full-time as an Assistant Strength and Conditioning Coach at a Division 1A University. It was a very demanding job in terms of the hours and responsibility of coaching over 1,200 athletes. Being able to complete Graduate School and publish my Master's Thesis, while having a positive impact on the lives of so many young people, is something I am especially proud of.

What is important about your company that it is important for people to know?

I think the biggest thing about SJV that people should know, is that we really, genuinely care about not only our employees, but also all of the workplaces that we are helping to keep safe. We're very aware of what is going on in our industry in general, and in mirroring the goals of our clients we sought and obtained an ISO Certification for our Quality Management System. We don't want to just talk about how important quality is…we want to set the bar by proving our efforts as well. If we didn't care, we wouldn't put forth the kind of effort needed to maintain this certification.

If you had a Crystal Ball and could look into the future what do you see happening in the background screening industry 10 years from now?

Looking down the road it's easy to speak about technology, and the amount of advancements that are on the way. I'm sure we'll see more automation of processes, but I think there's an inevitable bounce back coming in the area of public records. More and more counties and states are becoming aware of how identity theft can occur, and the movement by several states to provide an online resource of criminal records has all but ceased. I see tighter restrictions being placed on who can obtain public records, and specifically, how they obtain it. CRAs want more and more information from a background check, they want it fast, and they want it cheap. Unfortunately public records systems across the nation don't have the same infrastructure as Comcast's On-Demand system. So again, I think the bounce back is coming, concerning expected demands vs actual supply.


Company Name: SJV & Associates

Business Development Manager


Undergraduate Name: Kentucky Wesleyan College

Graduate School: Utah State University

Birth City:

Family Portrait:

Fiancé's Name:Kristin Ham

Entertainment Interest:

Favorite Musical Group or Artist:
Alice In Chains

Favorite Sport Team(s):

The Chicago Bears

Favorite Food: Greek, Italian, or Panamanian

Favorite Vacation:

: Anywhere with a nice beach!

Why Favorite: There are great outdoor activities to do near a beach, like volleyball, surfing, knee boarding, etc.



2011 Marketing Portfolios for:

Background Screening (CRAs) Firms
International Background Screening Firms
Suppliers to the Background Screening Industry

We Specialize in Promoting the Products and Services of businesses in the Background Screening Industry.
Click on the specific Marketing Portfolio above that fits your business.



World - New Year Hiring Plans Indicate Progress Towards Recovery

Results for the first quarter 2011 global Employment Outlook Survey released today by staffing agency Manpower Inc. suggest a more positive start to the new year for the global labour market. Data reveals improved hiring expectations from 12 months ago in 28 out of 39 countries and territories, including the G7 countries of Canada, France, Germany, Italy, Japan, the United Kingdom and the United States, where hiring plans are stable or improved from both the fourth quarter of 2010 and this time last year.

Despite continued mixed results across Europe, German employers are reporting their strongest hiring plans since early 2008. Meanwhile, hiring intentions among U.S. employers remain modest but signal the most optimistic first-quarter outlook in three years. Job prospects continue to be robust across the Asia Pacific region with Chinese and Indian employers reporting the most optimistic hiring intentions globally.

To read the full survey please click here


Employee Fraud On The Rise: Strategies For Prevention, Detection And Response

KPMG's latest Fraud and Misconduct Survey released on 8 November 2010 found that, between 2008 and 2010:

  • the amount of money lost to fraud increased by 13% to a total of $345.4 million
  • the average loss from fraud doubled between 2008 and 2010 to a total of $3 million, and
  • fraud continues to predominantly affect larger organisations, particularly those in the finance and insurance sector.1

The largest frauds, and 65% of all frauds, were committed by employees (so-called 'inside jobs'). Employee fraud was reported to be generally the work of non-management employees acting alone, with the main motivators being greed and lifestyle factors.

To read the full article Click Here .


Innocent Until Proven Guilty

Employers face a complex situation when attempting to respect a "record of offences" as a ground for human rights protection. Two recent decisions from the Human Rights Tribunal of Ontario provide useful guidance in this regard. Section 5 of the Ontario Human Rights Code1 prohibits discrimination in employment for, among other grounds, "record of offences."

The Criminal Records Act2 distinguishes between pardons and discharges and this is a common source of confusion. The Criminal Records Act allows convicted persons to apply to the National Parole Board for a pardon in respect of a particular offence, and if granted, the conviction will be expunged entirely from that person's record. The purpose of a pardon is to restore the person to the same social status he or she would have had but for the conviction. In contrast, a discharge is given in lieu of conviction, usually for minor offences, and remains in a person's record, albeit on a confidential basis. A discharge may show up on a background check depending on how much time has lapsed since the offence.

To read the full article Click Here


Europeans Concerned Over Ongoing Privacy Fraud In U.S.

Sensitive data concerning European citizens and companies is not safe in the U.S., legal experts warn. Many U.S. companies are wrongfully claiming they are certified to store and process data from Europe, a practice that has been going on for about 10 years. The federal government in Washington, D.C., does not provide meaningful oversight, and the European Commission is ignoring the swindle, say the experts. Moreover, a research report highly critical of the fraudulent practices has been withheld for months. The European Commission must clarify and rectify this situation, according to Sophie in 't Veld, a Member of the European Parliament, where she sits with the Alliance of Liberals and Democrats for Europe.

To read the full article go to:

Hundreds Of Ex-Offenders Transform Their Lives Thanks To Successful Employment Initiative

Pertemps People Development Group (PPDG) has been working in partnership with the Prison and Probation Services since January this year to deliver the National Offender Management Service (NOMS), European Social Fund CFO programme. The National Offender Management Service is working hard to tackle the root causes of reoffending. Gaining employment can contribute to the rehabilitation process and reduce re-offending, protect the public and prevent people from becoming the victims of tomorrow. Engaging the expertise of independent organisations, businesses and charities is vital to changing people's lives and stopping the revolving door of crime.

Between January and October, PPDG has successfully placed more than 160 ex-offenders into employment across the North East - more than double the target of 80. Employment coaches have engaged with more than 1350 candidates - more than 35pc ahead of the required 1000 and, so far, almost 100 of those have progressed into further learning or work-based education. Speaking about the success, PPDG operations manager, Mark Harrison, said: "The crucial aim of this contract is to help people into employment, something PPDG has years of expertise in. "Ex-offenders often have to deal with some of the hardest barriers to employment to deal with and we're absolutely delighted with the results. This is no mean feat and we are keen to mention much of it has been made possible by the support and the very close working partnership we have with the NOMS, The Prisons and Probation Services.

To read the full article go to:

Europe - Businesses Predict A Brighter 2011

Feedback from 70,000 European companies via the latest Economic Survey conducted by the Association of European Chambers of Commerce and Industry (Eurochambres) indicates that business confidence for 2011 is significantly higher than it was last year, albeit with marked differences between countries. More than half of respondents anticipate that the favourable climate which started in 2010 will continue next year, and 30% believe that it will improve even further. Swedish businesses are the most upbeat about the economic climate for 2011, while pessimism prevails among Greek respondents. Alessandro Barberis, Eurochambers' President said "these results are encouraging for Europe's economic growth. Although they remain wary about the possibility of further turbulence, businesses are broadly optimistic for the year ahead."

The recovery in business confidence is linked to better forecasts for total turnover, employment and investment.

To read the full report please click here

European Commission Review of Data Retention Periods Could Result in Reductions

The European Commission is planning a review of the Data Retention Directive, which could include harmonisation and a reduction of the periods when public authorities can access citizens' private electronic data for security reasons. The main EU level legislative instrument governing this field is the Data Retention Directive, which was adopted in November 2006 after long debates on its scope. The directive has been in place since 2006 and sets out a legal framework on the collection, storage and use of electronic private information for security reasons. It obliges telecommunications providers to store various data regarding their customers, including telephone numbers contacted, Internet connections, locations at the moment of the connection and personal information given for subscriptions. However, the content of the communications is not recorded.

Periods of retention are indicated in the directive, albeit in a vague manner. The text says that personal data must be "retained for periods of not less than six months and not more than two years from the date of the communication". As a consequence of the directive's indefinite wording, member states opted for different retention periods in applying the text at national level. Only six members adopted legislations limiting retention to a minimum period of six months set out in the directive: Germany, Spain, Luxembourg, Slovakia, Cyprus and Lithuania. "This raises the question [of] whether the provisions should be made more precise, to ensure that we strike the right balance between law enforcement needs and privacy concerns in all member states," she added.

To read the full article go to:


Data Security, Client Privacy Biggest Challenge For BPOs: Study

NEW DELHI: The biggest challenge facing the BPO industry today is addressing the data security and privacy governance of their clients, but most Indian companies have already embraced the processes required to deliver secure outsourcing services, according to a survey. KPMG and the Data Security Council of India (DSCI) jointly surveyed 50 organisations in association with CERT-In to assess the data security and privacy practices adopted by the Indian BPO industry and gain insights into how the industry is addressing security and privacy-related concerns. In addition, more than 75 per cent of the firms involve process owners and lines of business as part of data security initiatives. The study stressed that the maturity of the Indian BPO industry is reflected by the fact that most organisations treat security as a 'hygiene factor', rather than a competitive issue.

To read the full article go to:


Major Changes To New Zealand Credit Reporting Reguation

Privacy Commissioner Marie Shroff announced changes to credit reporting regulation today with a new amendment to the Credit Reporting Privacy Code. Amendment No.4 is the result of a two year review of the code, and included an extensive consultation process with a reference group of consumer and industry representatives. Amendment No.4 brings in two key changes. Credit reporters will be able to collect and use more information about people and, for the first time, credit reporters may collect drivers licence numbers to be able to match people's credit information more accurately. "Given the substantial increase in sensitive financial information that will become available to third parties...Amendment No. 4 also has strong new controls to protect privacy," Commissioner Shroff said in a press release.

A copy of Amendment No.4 is available at along with an information paper.


Data Privacy Measure To Bolster BPOs In Philippines

MANILA-The Philippines is expected to solidify its position as global leader in business process outsourcing (BPO) activities once Congress passes a special law securing personal data privacy, House Deputy Majority Leader and Pasig City Representative Roman Romulo said in a news release over the weekend. "We are absolutely confident that more companies around the world will subcontract their business support jobs to Philippine providers once the proposed Act Protecting Individual Personal Data in Information and Communications Systems is decreed," said Romulo, the bill's author.

Romulo was referring to House Bill 1554, which seeks to regulate and establish fair practices in the gathering and use of an individual's personal details in information-technology (IT) systems. "We are very hopeful the bill will be passed soon, at least by the House initially," Romulo said. He said the measure would provide adequate safeguards against the potential misuse or mishandling of personal facts in IT-enabled services such as customer care and electronic data processing. "This will sharpen the country's competitive edge in BPO activities, besides reinforcing consumer trust and user confidence in electronic commerce ," Romulo said. "Naturally, their principals wish to be assured that we have definite, predictable, and enforceable personal data privacy rules," he said.

To read the full article go to:


Increased Tuition Fees To Boost Fake Degrees

Eyal Ben Cohen, Managing Director of Verifile Limited, CV verification and background screening expert announced ahead of the House of Commons vote on tuition fees his concern that an increase in tuition fees will lead to an increase in bogus universities and push more people to buy fake degrees from the criminals who run these organisations. Eyal added " using their proprietary Accredibase™, the world's largest database of fake universities or "degree mills" they have seen the number of confirmed bogus institutions** claiming to operate from the UK, rise by an alarming 24%, taking the number of degree mills to 337 in the UK alone. In addition, a further 219 institutions are suspected mills and are currently under investigation." He fears that pushing up the cost of UK education will only increase the demand for fake universities and encourage more people to use their bogus 'degrees' as a way to improve chances of employment."

To the full article go to:

New Magazine - Total PI Magazine to Launch in January

A new online and .pdf delivery magazine for the private investigator industry is about
to be launched called "Total Pi Magazine." The anticipated launch date is for 1st January 2011. The magazine will cover a myriad of subjects across our industry with news features, articles, technical reviews, case studies, law, investigations specialist areas and much more.

To learn more go to:


- World Federation of People Management Associations:

- Chartered Institute for Professional Development:

- Business Forums International:

- Symposium Events:

Featured Course:

Document Verification for non-UK National Employees Workshop - London - January 2011

(Click Here to View full list of 2011 Events) – Updated Monthly


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.

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It's that time of year... BUDGET time!

Compare your budget to industry trends.

According to the 2010/11 Trends in HR Marketing Report, a sizable majority of HR suppliers are optimistic about 2011 and plan to increase their marketing budgets.

Where's that budget money going? Here are the top three budgeted marketing activities reported to get the biggest increases in 2011:

1. Search Engine Optimization (SEO)

2. Direct Marketing - e-mail

3. Create original content (e.g., white papers)

Learn more about the Trends in HR Marketing report and download it with no registration required. PO Box 10, Capitola, CA 95010. +1 831.685.9700



Background Screening Jobs

Visit the Job Board for the Employment and Tenant Screening Industry. Here you will find resumes of people with industry experience and employers seeking applicants with experience in Employment and Tenant Screening and related businesses.


2011 Events (Click Here to View full list of 2011 Events)

Featured Webinar:

Text Box:  Resolve to Reduce Costs of Screening Through Automated Background Search

Abstract: In 2010, Premier Employment Screening Service implemented several new techniques for data access and retrieval. Not only was Premier able to save money but we were able to increase our business and improve client satisfaction. Despite the economic climate, our company saw tremendous growth in business, and using improved data retrieval methods helped us scale up for the more than 70% growth we experienced. More importantly we were able to deliver quicker service to our clients by cutting online retrieval time from hours to minutes. Premier will share the process, methodology and lessons learned during this 60 minute webinar.

Presented by: Jerry Thurber, President, Premier Employment Screening Services and Fetch Technologies

Date: January 27th, 2011

Time: 10:00 AM PST/11:00 AM MST/1:00 PM EST

Duration: 60 minutes

Register: Register Now!

About Fetch Technologies:

Fetch Technologies helps you access accurate candidate data in seconds-automatically. Our candidate background screening software, Fetch for Background Checks, was designed specifically to help screening companies find and deliver the most accurate candidate information quickly and reliably. Fetch for Background Checks automatically accesses more than 300 online data sites and over 1600 jurisdictions nationwide. The system then filters and aggregates background data and effortlessly integrates it with your existing candidate databases.


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' and 'Advertisers in this edition' 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

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advise regarding actions to take in any situation. Advertisements are presented for information and marketing purposes only and the National Institute for Prevention of Workplace Violence, Inc. makes no representations for any products or services that are promoted and accepts no responsibility for any actions or consequences that occur as a result of any purchases from advertisers.