OPENonline has simplified our industry leading employment screening and investigative services to better serve your screening needs. Our new service platform delivers increased productivity and the proven information you've come to expect from OPENonline.

From our IT Professionals to our Customer Service Team, we are constantly on the lookout for new suggestions and improvements to our processes. OPENonline delivers superior accessibility to a wide range of services, ensuring your business or organization the strongest information for your crucial hiring decisions. Remember, the better the information, the better the hire.

Technologies evolve rapidly in our industry. OPENonline has launched what I believe is the most comprehensive and easy-to-use web interface in the background screening business. We hope you will agree.

I look forward to our continued partnership.

View Full Article

According to the Society for Human Resource Management (SHRM), here are the five most common misrepresentations:

1. 1. Falsifying the Degree or Credential Earned

   There is an estimated twenty percent discrepancy rate in the information provided by candidates regarding their education qualifications. Often times, a candidate may purchase a forged diploma, falsify a major, or fabricate a degree earned.

   OPENonline's Education Verification Services validate or refute reported educational achievements including dates attended as well as degrees earned.

2. 2. Inflating Salary History or Official Title

   Some candidates who may not be qualified for a position feel it is appropriate to misrepresent titles held or their experience level. Exaggerated salary histories allow applicants to negotiate better compensation packages, hurting your bottom line and your company's performance in the long run.

   OPENonline screens employment histories thoroughly to root out any falsified information before you make that crucial decision.

3. 3. Exaggerating Dates of Past Employment

   A recent SHRM study showed that as many as thirty-five percent of all resumes include discrepancies regarding dates of employment and prior tenures. Applicants often believe employers will not verify this information, allowing employment history gaps to be covered by stretching the dates of positions held.

   OPENonline's Employment Verification Services validate dates of employment, titles held, and salary history at the click of a button.

4. 4. Concealing a Criminal Record

   Very often, honesty is not your applicant's best policy. Candidates with a criminal history will change details in their profile such as the spelling of their name or their date of birth to conceal their record. We've made it simple to conduct an extremely thorough criminal search and avoid a potentially dangerous hire.

   OPENonline has access to county criminal reports from every U.S. county courthouse, and our National One Report accesses more than 524 criminal reporting sources from all 50 states.

5. 5. Hiding a Drug Habit

   According to the U.S. Department of Health and Human Services, approximately 50% of Americans have used illegal drugs in their lifetime. Conducting proper testing is a must in any thorough pre-employment screening effort.

   OPENonline offers comprehensive drug and alcohol screening service options, including both 5 and 10 panel drug and alcohol tests.

By using OPENonline's background screening solutions, employers can make the right hiring decision the first time. For more information about OPENonline's services, contact our Customer Support Line at (800) 366-0106 or customersupport@openonline.com.

View Full Article

Statistically, violence in the workplace occurs most regularly in situations where money is exchanged with the public, people work alone or in small groups, or work late or early morning shifts. In-home services such as social work, healthcare, and other community-based positions are also in the high-risk category, as are companies operating in high crime areas and those that require possession of a weapon.

The National Institute for Occupational Safety and Health has developed a list of high risk working environments that includes:

• Taxicab Operators
• Liquor Stores
• Gas Stations
• Security and Detective Services
• Courts and Law Enforcement Offices
• Grocery Stores
• Jewelry Stores
• Hotels/Motels
• Food and Beverage Operations

Many times, workplace violence is committed by your employees. Establishing a sound background screening policy will help to mitigate further risk. OPENonline has developed some suggested guidelines to consider as part of your background process to alleviate the risk of workplace violence:

• Conduct thorough background screens on all employees. In addition to pre-employment screening, consider annual updates as well.
• Include county and state felony and misdemeanor records with prior addresses and any name changes for a seven-year history.
• Consider a database search as a means of uncovering offenses committed outside of the state of residence.
• Include a sex offender report in your standard screening.
• Include a federal check as part of your screening.
• Include prior and current employment verification for termination or corporate policy violations.
• Include a motor vehicle record check for those who drive as part of their job duties.

A well-planned policy that considers internal and external threats can reduce the risk of violence in your place of business significantly. Our consultative sales and service staff will identify your needs and recommend an appropriate package of screening services to mitigate your risk factors.

View Full Article

There are multiple terms that tell us a criminal case did not result in a conviction. The terms used in any given court jurisdiction may vary. The following are examples of commonly used court language indicating that the case was not a conviction:

• Not Guilty
• Dismissed
• Nolle Prosequi (Nolle Prosse)
• No Bill
• No True Bill
• No Action
• Acquitted

Some additional terms are seen less often and are specific to certain geographic areas:

• Stricken Off without Leave to Reinstate (Illinois)
• No Information Filed (Florida)
• Not Responsible (North Carolina)

Certain terms offer clues as to when a court reached a decision. A good example is Nolle Prosequi, (loosely translated: "we do not wish to prosecute") which usually occurs very soon after a case is filed. An Acquitted ruling will come much later in the chain of events, most often after a trial. A Dismissed ruling may occur at different times throughout the case.

In other cases, a defendant might be sentenced without actually being convicted. A Guilty Plea or Nolo Contendre (no contest) plea may involve a sentence with a probationary period, a fine, or short jail term.

A sentence in connection with a guilty plea might be described as:

• Adjudication Withheld
• Deferred Adjudication
• Deferred Judgment
• Diversion/Intervention Program

Additional geographically specific terms:

• ARD Accelerated Rehabilitative Disposition (Pennsylvania)
• Non-Adjudication of Guilt, Agreed Plea (Texas)
• First Offender's Program (Georgia)

If the defendant at any point does not comply with sentencing stipulations or violates probation, the ruling may be changed to a conviction. The court then would decide to overturn the non-conviction ruling or continue probation after violation.

For further clarification on the meaning or definition of conviction terminology, contact OPENonline's Customer Support Department via email at customersupport@openonline.com or by phone at 1 (800) 366-0106.

View Full Article