CARCO Exhibiting at the SHRM Annual Conference in San Diego – June 27 – 29

By Doreen Koronios

The SHRM Annual Conference is always a great event and we look forward every year to seeing our friends and colleagues there.  Although we are excited to discuss all of the services we offer to make your applicant screening process easy, efficient and compliant (pre employment, executive and vendor screening, I-9/E-Verify, drug testing, and fingerprinting)  we are showcasing our Onboarding Solution this year.

We’ve listened to what our HR colleagues had to say about their pain points and developed a robust solution.  We are aware that the “new” HR departments are leaner as the country slowly moves out of the economic recession.  We also realize that HR departments need to focus on being more of a strategic business partner to their companies rather than solely in the “people business”.  In order to help our clients accomplish this, we have built a state-of-the-art web based HR workflow and document management system to completely encapsulate the on-boarding process. This system ties together into one unified environment all of CARCO’s HR service offerings.

Please come by and see Jerry, Sal and myself at booth 2953 to learn about our offerings or just to say hello. If you have any suggestions about what to see and where to eat in San Diego, please let me know!

In the meantime, visit our website at to learn about CARCO and our full suite of service offerings, view our on-boarding demo, read our White Paper on the new HR Department, and see our CEO interviewed by Fred Thompson on Inside Business regarding the importance of background screening.

See you in San Diego!

E-Verify Evolution: Letters and Notices now in nine (9) languages!

Updated E-Verify News:

(May 14, 2010) E-Verify is expanding its resources that support effective employer-employee communication of the E-Verify tentative nonconfirmation (TNC) and referral processes. E-Verify now offers the Department of Homeland Security and Social Security Administration TNC notices and referral letters in nine languages, including English, Spanish, Chinese, Haitian-Creole, Japanese, Korean, Russian, Tagalog, and Vietnamese. You can find the notices and letters in our Online Resources.

NOTE: If you provide your employee with a notice or letter in a language other than English you must:

-provide the employee a copy of the English language version of the letter or notice

-retain the original English language version of the letter or notice and file it with the original signed, dated foreign language notice or letter

For information on how CARCO Group can help you with your I-9/E-Verify processes, visit

Another Example of the Importance of a Thorough Background Check

By Doreen Koronios

There was an interesting story in the Kansas City news that speaks to this very subject.  A veteran needed a job to help pay some bills and get back on his feet, but he says the opportunity to work at the Schlitterbahn water park in Kansas City, Kansas, was taken away from him after he was falsely accused of being a sex offender.

(May 14, 2010) Christopher Michael Reynolds says that he was supposed to start at the water park on May 4th, but when he showed up, officials told him to leave after he was informed that he was a registered sex offender.  According to the background company that conducted the background check for Schlitterbahn, Christopher Reynolds was convicted of sexual battery in Bexar, Indiana, on March 11, 2007.

But there was a big problem with the company’s background check. “When this happened, I was in Iraq, serving in the Army National Guard,” said Reynolds. Reynolds had a solid alibi with his military records, and the more he investigated, the more Reynolds learned about the investigation.

“His eye color, his height, the weight, the fact that I’ve never been to Indiana,” said Reynolds, who says that he even found a picture of the other Christopher Reynolds, the sex offender, who also has a different middle name. It was a silly mistake, but one that Reynolds says has some serious implications.

This has all the marks of a sloppy criminal history check that was conducted through a database search.  Some of these databases are primarily name based and it is very easy for a false positive to appear. At CARCO Group, we use the supplemental database as a pointer to “cast a net”, as one of the responders said, to identify potential hits in other states.  If there is a potential match CARCO will search the appropriate state or county utilizing the name, SSN and DOB of the candidate.  Additionally, as part of the CARCO difference we re-verify each adverse record to make sure that we positively verify the identity of the subject as well as ensure that we legally report our findings according to the federal and state statutes. These are important steps that will help keep our clients out of costly lawsuits.

Press Release: CARCO’S CEO invited to serve as Member representing the interests of NMVTIS technology partners on the Bureau of Justice Assistance’s NMVTIS Advisory Board.

HOLTSVILLE, NY (May 21, 2010) – CARCO Group, Inc. is honored to announce that James Owens, CARCO’s CEO, has been invited by Jim Burch, Acting Director of the Bureau of Justice Assistance (BJA), Office of Justice Programs, U.S. Department of Justice, to serve as a Member representing the interests of NMVTIS technology partners on the Bureau of Justice Assistance’s NMVTIS Advisory Board.

In an effort to combat automobile theft and fraud and provide consumer protection, the national Motor Vehicle Title Information System (NMVTIS) was established by the Anti Car theft Act of 1992. NMVTIS is an electronic system designed to protect consumers from fraud and unsafe vehicles and to keep stolen vehicles from being resold. The system also assists states and law enforcement in deterring, investigating, and preventing title fraud and other crimes.

The NMVTIS Advisory Board’s objective is to provide critical input and key recommendations to BJA’s leadership regarding the effective and efficient administration of the NMVTIS program.

Through its service, CARCO provides consumers with access to NMVTIS to obtain a detailed state record on a vehicle they are seeking to purchase. This allows consumers to make well-informed decisions.

Background information about NMVTIS is available on the U.S. Department of Justice’s NMVTIS Web site at  For more information on CARCO Group’s NMVTIS service, please visit or


By Doreen Koronios

According to a recent SHRM poll, 64% of HR professionals reported that during background reference checks, inaccurate dates of previous employment, as provided by employees, had the most impact on their decision to NOT extend an offer.

Why do employers conduct background checks?  The answer is to ensure that they are hiring the right person for the right job. Employers also want to make sure that what they are getting in an employee is what they were promised.  That’s why it’s so important to not embellish your resume. While you might think you are “enhancing” or “polishing” your resume, HR managers call it outright lying.  And you can be sure that you will be caught, especially since nine out of ten large companies conduct thorough background checks on all applicants. You would be surprised at the depth and breadth of information that can be turned up in an employment verification check.

If you had a spotty record with a previous employer(s), instead of leaving that company off of your resume and “rearranging” employment dates, it’s best to list the company and focus on your strengths and achievements pertaining to that job. If you feel you do not have all of the qualifications for the job you are applying for, don’t lie and pretend you have those skills.  It’s best to discuss related skills and how they can be used. Gaps in employment history worry employers. They don’t know what caused the gaps – college, time off to raise the kids, prison, fired from a job.  There are a host of reasons.  Be ready to discuss your reasons honestly with a potential employer.

But if you decide to lie, be ready for the snow ball effect.  Once you lie on your resume, you will have to lie in the interview as you discuss your prior work experience. If you get past the HR manager and have a second interview with the department head, you will have to continue that lie.  As you start discussing the nitty gritty of the job, you will eventually slip up and the department head will know you don’t have the work experience you claim to have.  And even if you are able to win over the department head, your pre employment background check will surely uncover your true work experience through employment history and reference checks.

In the end, you will be embarrassed and jobless!  Not a good place to be. And what about the damage to your reputation in your industry?  There’s always that “inner circle” of people who discuss what’s going on in the industry. How do you recover when your colleagues realize that you lied about your qualifications?

The moral of this story is that it’s always best to be truthful on your resume. Focus on your strengths and achievements and how they will benefit the company you are applying to. Spend your energy learning everything you can about that company and how you can be an asset instead of wasting energy on thinking up ways to embellish your work record. Be honest on your resume and be proud of your achievements.  You worked hard for them! And don’t forget, most companies conduct thorough background checks and will find anything that you lie about.

News Flash: FMCSA launches pre-employment screening program

As of May 11, 2010, “commercial carriers will have an essential tool for making informed hiring decisions that will lead to safer drivers on our roads,” said FMCSA Administrator Anne S. Ferro. “The Pre-Employment Screening Program raises the safety bar for the motor carrier industry and helps to make our roads safer for everyone.”

The Trucker News Services

WASHINGTON – The U.S. Department of Transportation’s Federal Motor Carrier Safety Administration (FMCSA) today launched its Pre-Employment Screening Program (PSP), which allows commercial motor carrier companies to electronically access driver inspection and crash records as a part of the hiring process.

“The Pre-Employment Screening Program sends a strong message to commercial carriers and drivers that we are serious about having the safest drivers behind the wheel of large trucks and buses,” said Transportation Secretary Ray LaHood.

“Starting today, commercial carriers will have an essential tool for making informed hiring decisions that will lead to safer drivers on our roads,” said FMCSA Administrator Anne S. Ferro. “The Pre-Employment Screening Program raises the safety bar for the motor carrier industry and helps to make our roads safer for everyone.”

The Pre-Employment Screening Program offers access to up to five years of driver crash data and three years of inspection data regardless of the state or jurisdiction. By using driver safety information during pre-employment screening, commercial carriers will be able to better assess the potential safety risks of prospective driver-employees. PSP also gives drivers additional opportunities to verify the data in their driving history and correct any discrepancies.  A driver’s records will be protected in accordance with federal privacy laws.

The Pre-Employment Screening Program is populated monthly by FMCSA’s Motor Carrier Management Information System (MCMIS). The MCMIS is comprised of driver performance data including inspection and compliance review results, enforcement data, state-reported crashes, and motor carrier census data.

For complete details on the Pre-Employment Screening Program’s fees for driver safety records and how carriers and drivers can participate, visit

Resume Verification – Don’t Be Fooled By A Smooth Talker

By Doreen Koronios

It’s a well known fact that some people lie on their resumes. There are plenty of statistics around that show the percentages.  Some people embellish a little, some embellish a lot, and some outright lie. Most of the time, that lie is about their education. According to the Society for Human Resource Management, one in four candidates misrepresents his or her educational attainment.  If someone lies on their resume, how can you trust them as an employee?

I can remember several years ago a company I was working for at the time was in the process of hiring a new sales director. The frontrunner appeared to be a polished professional with a great resume, which indicated that he had a Bachelors degree from a known university. However, during our background screening process, we could not verify his education.  We decided to give him the benefit of the doubt and asked him if there was an issue we needed to know about.  He gave us some kind of random excuse – something about a mix up of his records – and insisted that he did have the degree and would bring it to us for our files.  Now, he knew full well that we were conducting a thorough background check on him and would eventually find out if he was lying, but he seemed sincere and all his other credentials seemed right for the job.  So we hired him with the contingency that he would bring us a copy of his degree.  Over the next several months he was asked to bring in his degree and he always had an excuse.  His ultimate excuse was that it was in storage in his mother’s attic (I’m not making this up) in a town that was about an hour away from his home.  Of course, by now, we all suspected that maybe he really didn’t have a degree at all. We finally pinned him down to a date to produce the degree or he would be let go.  He insisted in an agitated manner that on Monday he would have the degree for us as he stormed out of the office on a Friday afternoon.  Well, on Monday, he came in and announced that he drove to his mother’s house over the weekend and found his degree (which he never produced for us to see) and then promptly quit!

The moral of this story is that you can never tell who will lie on his or her resume. Here was a guy who was well dressed, well spoken and well experienced in the field we were hiring for.  He was very straightforward when describing his education and degree and, all the while, he was lying.  But he had such a charismatic personality (always a plus for a sales director) that we decided to give him the benefit of the doubt.  Then, as we tried to verify his education, he put us on the defensive that it must be something we did wrong because he certainly had that degree (in his mom’s attic). And when he was finally “cornered” he quit in a huff because he could not work for a company that did not believe him!  All the while, never producing the degree.

In March 2010, NBC Miami reported that the chief information technology security director of Miami’s largest healthcare provider, Jackson Health Systems, lied on his resume about his college degree.  He was hired for a $133,000 a year job that he wasn’t qualified to have. He also receives an annual $5,000 bonus for being part of the management team. In the meantime, Jackson Health Systems is on the verge of going under.

Stories like these are plentiful. That is why your HR department must thoroughly vet every applicant.  In the current economic environment with so many people out of work, it is more important than ever to conduct credential verifications.  In desperate times some people will do desperate things – like lying on their resumes.

Fake diplomas are also used to misrepresent an applicant’s educational attainment.  A quick Google search produces several online diploma mills that are happy to provide the “highest quality custom replicated diplomas” from any learning institution.   The selling companies, which usually hide behind anonymous offshore Web addresses, are part of a growing number of Internet sites where people can buy phony credentials from real schools, including Harvard University. You can even hire a service that claims it will verify a fake degree.

The ramifications of hiring someone who has lied on his or her resume are many.  Your company has allocated time and money to hire this applicant and potentially rejected a candidate that was truly qualified for the position.   Bad hires also increase employee turnover, which is costly to a company. But most importantly, without verifying the applicant’s credentials, you risk hiring someone who is not truly qualified for the job, which can ultimately jeopardize your relationship with clients and hurt your bottom line.

For information on how CARCO Group, Inc. can help your company make the best hiring decisions, please visit or call 866-557-5984.