Another Case of Resume Falsification

Pinocchio ImageManhattan College Coach Steve Masiello was to be the next head coach of the Bulls at the University of South Florida until a falsification on his resume was found during a routine  background check.  Apparently, he stated on his resume that he received a degree in communications from the University of Kentucky, which was incorrect.  He did attend the university but he did not graduate.


As a result of this situation, he not only did not get the new coaching job, but was also put on leave from his current job at Manhattan College.


According to SHRM research, approximately 53% of resumes and job applications contain falsifications and 70% of those surveyed said they would lie on their resume to get the job they want.  So, how do you know who you are hiring?  A thorough background check is the way to know.


CARCO Group can assist you in creating a robust background screening program that is cost effective, customizable and compliant.


Started in 1977 as a background screening company, CARCO has evolved to become a full-service HR partner, helping clients manage their new hire process in standalone solutions or integrated with their Applicant Tracking System. CARCO’s Onboarding Solution eliminates paper processes and ensures efficient and compliant hiring. Full-service offerings include background screening products, electronic I-9/E-Verify processes, vendor screening, and drug testing.


Contact a CARCO Specialist today at 866-557-5984 or

Louisville Metro Council Approves “Ban the Box” Legislation

The Louisville Metro Council unanimously approved the “ban the box” ordinance on March 13, 2014.  Under the ordinance, the city and any of its vendors that do more than $2,500 in business with the city are prohibited from asking about an applicant’s criminal convictions on their employment applications.  The ordinance does not apply to private employers who are not doing business with the city or to other non-city governments within Jefferson County.


Ban the Box is legislation that mandates that employers (in this case, the county government) not ask applicants about a criminal background on initial employment applications to give people with past convictions a fair chance in hiring opportunities.


It should be noted that ban the box does not require or mandate that Louisville Metro Government or vendors hire someone with a criminal background, nor does it prevent Louisville Metro Government or vendors from asking an applicant about a criminal background, during or after the first interview prior to making a hiring decision.  The ordinance also does not prohibit the conducting of background checks on potential employees.


There are exceptions to the ordinance, which include jobs involving the handling of confidential information, more than $500 in financial transactions, unsupervised access to children, the elderly and residential homes and law enforcement duties.


Social justice groups behind the passing of the bill said that ban the box will benefit 160,000 Louisville adults who have criminal records by giving them the opportunity to re-enter the job market.

Notice to New Jersey Employers: Bills Protecting Unemployed Job Applicants and Bolstering Their Rights Approved by N.J. State Senate

Bill S1440 has been approved by the New Jersey Senate Labor Committee. This bill specifically restricts employers, as well as their agents and representatives, from basing employment decisions regarding hiring, compensation, and the terms conditions or privileges of employment on an applicant’s unemployment history.  An identical bill A2910 is currently awaiting a vote by the state’s General Assembly Labor Committee.  The bills must be signed by Governor Christie before becoming law.


The bill does NOT prohibit employers from:

  1. Asking job applicants questions surrounding his/her separation from previous employment.
  2. Basing employment decisions on an applicant’s job-related qualifications, such as professional or field experience, training level, or relevant professional or occupational licenses.
  3. Only considering or giving preference to current employees in the application process.
  4. Using an applicant’s actual amount of work experience to determine his or her compensation level, as well as other terms and conditions of employment.


Fines for employers in violation of the law will start at $1,000 for a first violation, and increase to $5,000 for a second violation and $10,000 for each violation thereafter.


The Senate Labor Committee also approved bill S153, called the “New Jobs for New Jersey Act”, that would give businesses with 100 or fewer employees tax credits for hiring workers who have been unemployed for at least a month.  The credits would be equal to the full amount the company paid in payroll taxes for the employee.

Survey Results on How Organizations Use Social Media in the Hiring Process

social-media-icons-previewThe fact is social media is here to stay!  Today, the U.S. workforce consists of 36% of millennials (30 years of age and younger) and they will account for 75% of the global workplace by 2025 (according to the Bureau of Labor Statistics).  This group has grown up actively communicating via social media.  Therefore, use of social media is, and will continue to be, a workplace communication mainstay.


Organizations currently use social media for public relations, branding, marketing, internal and external communications, recruiting, organization learning and, more recently, for screening potential job applicants.


The subject is so prevalent for organizations, that social media engagement was the subject of a SHRM 2013 survey.  I think you will find the results interesting.


  • 77% of organizations surveyed use social networking websites to recruit potential job candidates.
  • 20% of organizations surveyed use social networking websites, such as Facebook, for screening potential employees.
  • 57% of organizations surveyed have no formal or informal policies regarding use of social media for job screening.
  • 28% of those organizations plan to implement a formal policy in 2013.


Social media offers many benefits to organizations but there are currently no definitive best practice standards. The EEOC is currently getting involved.  But, to minimize risk until best practice standards are developed, organizations should remember that the same compliance, legal and ethical principles that apply to other employment practices should also apply to social media.

Update on Medical Services Background Checks in New Mexico





bj_NewMexico-pptOn March 8th, New Mexico Governor Susana Martinez signed S.B. 98, which amends sections of the New Mexico Emergency Medical Services Act to provide for criminal history background checks for individuals applying for licensure to provide medical services. The bill also states that an applicant or licensee whose license is denied, suspended or revoked, or who is otherwise disciplined based on information obtained in a criminal history background check, shall be entitled to review the information and to appeal the decision.

Pending Florida Legislation – Use of Credit History in Hiring

Law bookOn March 4th, Florida State Senator Nancy Detert (R) introduced S.B. 324, which prohibits an employer from using a job applicant’s credit report or credit history in certain hiring, compensation, or employment decisions.


The bill provides:


  • Specific situations in which an employer may use such information;


  • Exemptions for certain types of employers;


  • Remedies for an aggrieved person;


  • For the award of actual damages and court costs; and


  • For a plaintiff to post a bond to indemnify the defendant for damages, including attorney fees.


The Bill has not yet been signed by the Governor.


We will keep you updated on the status of this bill.