Well, I have to thank Adam Wheeler and Jesse Bernard Johnston III for providing great proof that Val-ID-ate is needed....EVERYWHERE! Not only was Adam Wheeler able to get Harvard to accept him, but he also got them to give him MONEY! Now, that is impressive! And Mr. Johnston III managed to get into a Marines reserve unit without any real military experience ...which also gave him potential access to weaponry.
Both cases are blamed on improper background screening.
What I love about these situations is that, in both, Val-ID-ate would have prevented either from happening. In the case of Wheeler and Harvard: if the school required Val-ID-ate resumes from all applicants they would have been ensured that the verified credentials presented were correct. We would love to help the Marines and their screening process - and we would be a much more cost effective option when compared to the negative publicity these situations wrought.
Harvard and the Marines, give us a call...if I don't get to you first!
Wednesday, May 26, 2010
Monday, May 17, 2010
Super Val-ID-ate: Eliminating Resume Fraud One Candidate At A Time
Wow! It has been almost a year since my last blog post. The past year has been jammed pack, and this year also looks like it will be full of great things.
The job climate has improved, but many are still seeking employment and ways to get in front of employers. We have been diligently presenting Val-ID-ate to users on both sides of the equation: job seekers and employers. We are preparing to work with resume writers and other job assistance professionals to give people the way of standing ahead of the pack while ALSO alleviating some of the hiring process stress for overworked HR managers.
Have you noticed all the articles about resume fraud? Some situations have made for sensational news, but what about the other applicants who lied and got the job? Or the ones who were discovered right before offer letter? Think about the hiring manager who is annoyed because of all the time and resources that were spent interviewing and processing the candidate? I am sure that they were relieved that they "dodged a bullet" when the untruths were was uncovered, but wouldn't it have been great if he or she went into the interviewing process confident that the candidate (at least) met all of the credential requirements?
We are getting ready for some exciting times and impactful partnerships. Stay tuned!
The job climate has improved, but many are still seeking employment and ways to get in front of employers. We have been diligently presenting Val-ID-ate to users on both sides of the equation: job seekers and employers. We are preparing to work with resume writers and other job assistance professionals to give people the way of standing ahead of the pack while ALSO alleviating some of the hiring process stress for overworked HR managers.
Have you noticed all the articles about resume fraud? Some situations have made for sensational news, but what about the other applicants who lied and got the job? Or the ones who were discovered right before offer letter? Think about the hiring manager who is annoyed because of all the time and resources that were spent interviewing and processing the candidate? I am sure that they were relieved that they "dodged a bullet" when the untruths were was uncovered, but wouldn't it have been great if he or she went into the interviewing process confident that the candidate (at least) met all of the credential requirements?
We are getting ready for some exciting times and impactful partnerships. Stay tuned!
Tuesday, June 9, 2009
Background Checks on Volunteers
Scenario 1: you want to volunteer your time and talent to your favorite charity. Scenario 2: You want to join an organization that engages in public service activities. For either scenario, would you be insulted if you were asked to undergo a background check?
Organizations like the Girl Scout Councils include background checks as part of the standard process of bringing anyone on-board: from the volunteer troop leader to the accountant. Other un-named organizations that pride themselves on doing things in the community like organizing fundraisers that involve interaction with the public often do not conduct background checks on their members.
In general charity and non-profit organizations are becoming more cautious about the people who are ultimately acting as representatives for them to the public. More and more are conducting background screenings on their volunteers, especially in light of incidents like what happened in Rochester, IL. Justin Weaver, one of the volunteers at the Rochester Fire Department, was recently arrested on federal child pornography charges. Apparently, he had the audacity to wear his uniform in some of the questionable images found on his computer.
What people fail to recognize is that the Rochester situation does NOT fully support conducting background checks. When Mr. Weaver was hired he had a spotless record and a background check would have come back clean. The key to a successful background check policy is conducting on-going checks. It is more possible that when a person is hired they have not committed any crimes but commits a crime while employed, and unless a periodic check is done an employer may not know.
Regardless if you are hiring employees, accepting the assistance of volunteers or engaging people who are representing your company/brand to the public the key is to establish a process of periodic checks.
Organizations like the Girl Scout Councils include background checks as part of the standard process of bringing anyone on-board: from the volunteer troop leader to the accountant. Other un-named organizations that pride themselves on doing things in the community like organizing fundraisers that involve interaction with the public often do not conduct background checks on their members.
In general charity and non-profit organizations are becoming more cautious about the people who are ultimately acting as representatives for them to the public. More and more are conducting background screenings on their volunteers, especially in light of incidents like what happened in Rochester, IL. Justin Weaver, one of the volunteers at the Rochester Fire Department, was recently arrested on federal child pornography charges. Apparently, he had the audacity to wear his uniform in some of the questionable images found on his computer.
What people fail to recognize is that the Rochester situation does NOT fully support conducting background checks. When Mr. Weaver was hired he had a spotless record and a background check would have come back clean. The key to a successful background check policy is conducting on-going checks. It is more possible that when a person is hired they have not committed any crimes but commits a crime while employed, and unless a periodic check is done an employer may not know.
Regardless if you are hiring employees, accepting the assistance of volunteers or engaging people who are representing your company/brand to the public the key is to establish a process of periodic checks.
Wednesday, April 15, 2009
Interns To The Rescue!
I have been so distracted lately, and it has been very hard to focus. We have been hit hard by circumstances that have affected operations and it has been so easy to get derailed. Thank goodness for our new interns! As an example of how distracted I am, this semester I just gave the interns our strategic goals (one picked the consumer side and the other picked the corporate side) and I told them to determine the best ways to move forward. In the past, I gave much structure and direction, and often Jennifer and I were disappointed at the lack of creativity and innovation. The internships became this task oriented project - which is not what we believe that it should be about. Don't get me wrong: I would LOVE to hand off some of the tasks that drive me crazy (managing distribution lists, sending follow up messages, keeping resources up-to-date, etc.), but I have seen that when someone has a chance to implement their own ideas they either take on the challenge or try to hide as much as possible. My hope is that the interns will make it their goal to understand Verify-ED and Val-ID-ate, and get out there to interact with the public (physically and online) to truly learn the art of networking. This is a skill that is not taught in the classroom, yet it is THE secret to much success.
This semester will either be a roaring success or a blazing disaster. I am crossing my fingers for the success side!!
This semester will either be a roaring success or a blazing disaster. I am crossing my fingers for the success side!!
Tuesday, April 7, 2009
Egyptian Dirt For Sale
Last month my husband and I went to Egypt. The stars were aligned and we were able to pull it off - with the help of 2 au pairs and 1 great friend holding down the fort with our 3 children and another au pair serving as travel consultant, we were able to do the trip for a minimal expense. It is a place that my husband has wanted to go forever - and I was up for the adventure (Rome is my forever trip).
Whenever anyone asks me, "how was the trip", my response is the same: unreal. It is very hard for me to wrap my head around the fact that I can personally touch something that has been around over 5,000 years. There are almost no barriers to the artifacts and ruins - which made me skeptical about the authenticity. The are also so many statues and other artifacts that I started to feel like I was on a Hollywood set. I am not an archaeologist, so I can't vouch for authenticity, but I couldn't help but feel "hmmm, who's to say that someone didn't just make that statue?..."
The tie in to business: product perception. Think about it: you don't doubt the value of the artwork in the Louvre because you are not allowed to come near anything. That distance almost makes you want it more, and you can figure why people are willing to pay more. In comparison, in Egypt we were picking up rocks and other things from burial sites and temples that (as far as we can tell) could have fallen directly off of Hatshepsut's temple. Timewise, the Egyptian dirt would be worth more than any artwork hanging in the Louvre - but I am sure that no one will pay us money for it. The same with our Val-ID-ate product. We have to present it as the exclusive product that it is. We have a unique tool, and we don't expound on that fact enough. We need to convey just how utilizing our tool makes someone unique - and invaluable. Worth money.
For so long we have undervalued our products, and it is very hard to change pricing to better reflect worth. A basic business principle is that you can always lower a price, but raising a price is difficult. Well, SETTING a price is IMPOSSIBLE! But, I guess we learn from trial and error, or just plain pain.
We are striving to hang (figuratively) in the Louvre - Paris is my second "forever" trip
Whenever anyone asks me, "how was the trip", my response is the same: unreal. It is very hard for me to wrap my head around the fact that I can personally touch something that has been around over 5,000 years. There are almost no barriers to the artifacts and ruins - which made me skeptical about the authenticity. The are also so many statues and other artifacts that I started to feel like I was on a Hollywood set. I am not an archaeologist, so I can't vouch for authenticity, but I couldn't help but feel "hmmm, who's to say that someone didn't just make that statue?..."
The tie in to business: product perception. Think about it: you don't doubt the value of the artwork in the Louvre because you are not allowed to come near anything. That distance almost makes you want it more, and you can figure why people are willing to pay more. In comparison, in Egypt we were picking up rocks and other things from burial sites and temples that (as far as we can tell) could have fallen directly off of Hatshepsut's temple. Timewise, the Egyptian dirt would be worth more than any artwork hanging in the Louvre - but I am sure that no one will pay us money for it. The same with our Val-ID-ate product. We have to present it as the exclusive product that it is. We have a unique tool, and we don't expound on that fact enough. We need to convey just how utilizing our tool makes someone unique - and invaluable. Worth money.
For so long we have undervalued our products, and it is very hard to change pricing to better reflect worth. A basic business principle is that you can always lower a price, but raising a price is difficult. Well, SETTING a price is IMPOSSIBLE! But, I guess we learn from trial and error, or just plain pain.
We are striving to hang (figuratively) in the Louvre - Paris is my second "forever" trip
Wednesday, April 1, 2009
She Couldn't Keep A Ball Rolling If She Was...
I wrote something today that made me laugh (yes, I have reached the stage where I am telling myself funny things). I wrote: she couldn't keep a ball rolling if she was standing at the top of a hill.
Momentum - how do you keep it going?
That has been the biggest issue with changing staff and multiple projects going on. I have my hands full trying to just gain sales momentum. Think about what I am trying to accomplish with the side support things (newsletters, social network presence, participation in professional organizations, etc.).
I did some quick research, and didn't find any helpful tips online - tools for keeping a team interested in a project that may be slow-going.
Time to put the query out there! Let's see if my Twitter and Facebook contacts have ideas...
Momentum - how do you keep it going?
That has been the biggest issue with changing staff and multiple projects going on. I have my hands full trying to just gain sales momentum. Think about what I am trying to accomplish with the side support things (newsletters, social network presence, participation in professional organizations, etc.).
I did some quick research, and didn't find any helpful tips online - tools for keeping a team interested in a project that may be slow-going.
Time to put the query out there! Let's see if my Twitter and Facebook contacts have ideas...
Tuesday, March 31, 2009
Reviews and Reflections
After a bit of a hiatus, I am back online. I wish I could say that I am refreshed, but I feel more run down than ever.
Let's think about our first jobs. I am not talking about working at a summer camp as a lifeguard or even Mickey D's - but your first real job where your input was required in order to make decisions. Do you remember if your first job was reactive or active? By that I mean: were you a decision-maker or did you wait until someone told you what to do?
In our environment, since there are so many balls in the air, we seek team members who do not need to be told what to do in detail. We seek people who have enthusiasm and the self-direction to convert that enthusiasm into results. Unfortunately, we don't have the money to further encourage this, but we have been lucky to find people who have seen the benefits of working with us to develop their problem solving and implementation skills.
Recently we received feedback that this total lack of hand-holding and "looking over the shoulder" was not appreciated, that we are boring. I couldn't help but chuckle because it is interesting how those who do not have the ability to take a project to the next level and look to others for "entertainment" would find anything that is not spoon-fed either "boring" or "too hard".
I struggle with this mentality with my 10-year old. We challenge our children to "think out of the box" and give the teachers more than the minimum requirements. THIS is how you excel - and this is how you grow. Waiting around for someone to tell you every "how" puts you in a position of subservience and dependence.
Regardless of the negativity, I am proud of our environment at Verify-ED. We let people make mistakes and we encourage everyone to go beyond the minimum. Unfortunately, most do not take the challenge. We are usually able to weed out the people who need lots of hand-holding during the interview process. It is amazing that just by asking an open-ended question that requires some research you can find out those who are seeking a position that requires and in and out box vs. those who want to show you that they have the ability to find solutions. We state a GOAL and then we basically leave it at that. We recognize that we are dependent upon the energies of others - and we have seen some great projects falter as a result. But, we have also seen great team members who have chosen to continue to contribute beyond their term of employment here - and THAT is all the reward for which any employer can hope!
To all our past and current team members - THANK YOU!!
Let's think about our first jobs. I am not talking about working at a summer camp as a lifeguard or even Mickey D's - but your first real job where your input was required in order to make decisions. Do you remember if your first job was reactive or active? By that I mean: were you a decision-maker or did you wait until someone told you what to do?
In our environment, since there are so many balls in the air, we seek team members who do not need to be told what to do in detail. We seek people who have enthusiasm and the self-direction to convert that enthusiasm into results. Unfortunately, we don't have the money to further encourage this, but we have been lucky to find people who have seen the benefits of working with us to develop their problem solving and implementation skills.
Recently we received feedback that this total lack of hand-holding and "looking over the shoulder" was not appreciated, that we are boring. I couldn't help but chuckle because it is interesting how those who do not have the ability to take a project to the next level and look to others for "entertainment" would find anything that is not spoon-fed either "boring" or "too hard".
I struggle with this mentality with my 10-year old. We challenge our children to "think out of the box" and give the teachers more than the minimum requirements. THIS is how you excel - and this is how you grow. Waiting around for someone to tell you every "how" puts you in a position of subservience and dependence.
Regardless of the negativity, I am proud of our environment at Verify-ED. We let people make mistakes and we encourage everyone to go beyond the minimum. Unfortunately, most do not take the challenge. We are usually able to weed out the people who need lots of hand-holding during the interview process. It is amazing that just by asking an open-ended question that requires some research you can find out those who are seeking a position that requires and in and out box vs. those who want to show you that they have the ability to find solutions. We state a GOAL and then we basically leave it at that. We recognize that we are dependent upon the energies of others - and we have seen some great projects falter as a result. But, we have also seen great team members who have chosen to continue to contribute beyond their term of employment here - and THAT is all the reward for which any employer can hope!
To all our past and current team members - THANK YOU!!
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