Originally presented on January 30, 2009
10:30 a.m. to Noon (Pacific)

Order Option       Price   CD Recording Only       $219

You don't need to perform a background check on your employees, right? After all, you've Googled them and perused social networking sites, such as MySpace and Facebook, for inconsistencies in their employment history, education, and so on.

If you subscribe to this school of thought, you're not alone. According to a recent CareerBuilder.com survey, of the 20 percent of the 3,100 employers polled who said they look up information about job applicants online, a full third said they base their hiring decisions on what they glean from social networking sites.

That's a startling and scary finding. Web searches, while useful, are no substitute for full background checks that disclose important information about an applicant's criminal record, driving record, education and employment history, and more. Failing to fully vet an applicant could lead, at best, to a poor hire. At worst, it could lead to a negligent hiring lawsuit or even a tragic incident of violence at your workplace. These are risks you just can't afford to take.

But there are legal restrictions on what you're allowed to root out, how you go about it, and what you can do with the information once you have it. A poorly executed background check can be even more risky than none at all.

Join us on January 30 for an in-depth 90-minute audio conference all about how to conduct effective—and legal—background checks. We'll share the key dos and don'ts for hiring honest, qualified workers without exposing yourself to claims of negligent hiring or discrimination. Our speaker—an experienced California-based background checks expert—will cover:

• The major types of employment background checks, from criminal records searches and civil litigation checks to educational background, job history, and Social Security verifications
• Which workers and applicants aren't appropriate targets for background checks
• The types of information you can legally request in your background checks
• The special rules governing credit report information
• Why certain information must be considered off limits, even if an employee or job candidate volunteers it to you
• Your options if the background check reveals negative information
• What you're legally required to tell an employee or applicant, both before and after the search
• How (and whether) you should file or dispose of background check results
• Why relying on social networking sites to conduct checks is a bad idea

About Your Speaker:

Jared Callahan is the director of client services for Employment Screening Resources (ESR) in Novato. Callahan works with employers to conduct background checks and screenings and teaches them about legal compliance efforts across the 50 U.S. states. He began his career in employment screening in 1996 with a private investigative firm, and he has worked as an investigator in the special investigations unit of a large workers' compensation insurance company.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.

Bonus Offer

As an additional benefit, you will receive a no-risk trial subscription to California Employer Advisor when you register for this Audio Conference (or purchase a CD recording). You will receive 3 evaluation issues. If you want to continue to receive the newsletter, simply pay the invoice you will receive in the mail. If you decide the newsletter isn't for you, just write cancel on the invoice and return it. You will owe nothing, and all issues you receive are yours to keep. As with all ERI products, your satisfaction is guaranteed 100%. (Offer good for new subscribers only.)

How Do Audio Conferences Work?

An Audio Conference is remarkably cost-effective and convenient. You participate from your office using a regular telephone. You have no travel costs and no out-of-office time.

Plus, for one low price you can get as many people in your office to participate as you can fit around a speakerphone.

Because the conference is live, you can ask the speakers questions' either on the phone or via e-mail.

With your registration, you also receive conference materials with additional practical information from Employer Resource Institute sent to you via e-mail shortly before the conference.

Why You Can Sign Up To Attend This Event with Confidence

As with all Employer Resource Institute products, you're completely protected. If for any reason you are unsatisfied with this Audio Conference, simply let us know and we will return your entire registration fee.