Jan 27 2017

5 Surprising Signs Your Employee is fibbing on their resume

Category: Background check — DISC @ 3:57 pm

Your resume is often the first impression employers get of you prior to the initial meeting. First impression is often considered the deciding factor in whether you may receive an interview call for the position.

To make a best first impression, it is tempting for the candidate sometime to fib with their experience, skills and qualifications and hope they will the one to get a call for that interview.

However, this may have serious consequences on your career in the long run. With social media word can spread quickly about applicants who aren’t being honest, and have their hard earned reputation ruined.

If you are unsure about something, if it doesn’t belong on your resume, please don’t use alternative facts.

Here are 5 common lies in resume.

If you’re convinced that your prospective employee is lying, you may be right! After all, your intuition is not often wrong. But if you’re going to accuse your prospective employee of lying, you definitely need proof. So, how can you find out for sure? What are the most accurate warning signs that your employee is lying? Lastly, and possibly most importantly, what can you do to catch your employee red-handed without breaking the bank?

By now, you’re probably convinced that he or she’s lying. But you need proof, Here’s your chance to get it.

1. Educational background Check

Competing with a educated workforce in US can be sometime frustrating, especially when you don’t have college degree. Perhaps for this reason some job seekers may opt to add false statements to the qualification area of their resume.

Checking qualification has become relatively easy these days, and perhaps the first thing most human resources departments will check. If someone is caught fibbing on their resume, the result can include termination after background check is complete and you will be automatically denied a possible position.

2. Technical skills 

Having certain relevant technical skills may make you a very desirable candidate for a job, but it will be hard to backup your lie once you get the the job.

Your interview based on skills set you mentioned in your resume, and if you can not answer relevant questions regarding that specific skill may raise a red flag, which may prevent you from landing or keeping the job.

At end of the day honesty is the best policy and you may be able to learn some specific technical skills while at the job

3. False employment dates

After a while, It can be difficult to remember when you started or left an employment.

Employment dates are very important to include on your resume, but if you can’t recall the exact month you started job, you may be better off listing just the year.

4. Salary history

It’s best to leave information about your previous salaries off your resume. Perhaps it is best if you do not include the salary history in your resume. However, some employers may ask for it.

Just like employment dates, this information can be confirmed with a phone call, and imprecision may be taken as sign of falsehood.

5. No need to over impress

If you claim to have worked with a famous name or big name company in your previous position, you should be ready to have that claim verified. You never know whom you may interview with and they may happen to know them.

Interviewer may trust you but will verify the inaccuracies of your resume through (Android) background check.

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Tags: Background Check, resume verification

Dec 16 2008

Unstable economy and insider threats

Category: Information Security,Insider Threat — DISC @ 2:42 am

State of affairs
Image by Pulpolux !!! via Flickr
During the current unstable economy, organizations face increased threats from insiders during tough economic years ahead. During hard time organizations not only have to worry about outsider threats but will be facing an increased threat from disgruntled employees who might see no future with the organization during unstable economy. During these circumstances, when new jobs are hard to come by, revenge or financial need might play a motivating factor for a disgruntled employee.

In July 2008, San Francisco city network administrator (Terry Childs who hijacked the city network) was arrested and charged with locking his own bosses and colleagues out of city network. Basically his bosses got caught sleeping on their jobs because they were not monitoring this guy who happens to have the key to their kingdom. San Francisco city network controls data for its police, courts, jails, payroll, and health services. After 8 days in jail cell Terry Childs finally relinquished the password to Mayor Gavin Newsom in his jail cell. Why San Francisco’s network admin went rogue

Here are some considerations to tackle insider threats

Manage and monitor access
Manage your users through single sign on source like Windows active directory or Sun single sign on directory, which not only enable control access to sensitive data but also let you disable access to all resources when employee leave the company from a single location. Single sign on solution also provide comprehensive audit trail which can provide forensic evidence during incident handling.

Limit data leakage
Intellectual property (design, pattern, formula) should be guarded with utmost vigilant. Access to IP should be limited to few authorized users and controls should be in place to limit the data leakage outside the organization. Protect your online assets, and disable removable media to prevent classified data being copied into USB drives, CDs, and mobile phones.

Principle of least privilege
Which requires that user must be able to access to classified information only when user has legitimate business need and management permission. Sensitive data should be distributed on need to know basis and must have system logs and auditing turned on, so you can review the access is limited to those who are authorized. Proactively review the logs for any suspicious activity. In case suspicious activity is detected, increase audit and monitoring frequency of the target to detect their day to day activity. Limit access to critical resources through remote access.

Conduct background check
Conduct background check on all new and suspicious employees. All employees who handle sensitive data must go through background check. HR should conduct background verification, reference check and criminal history for at least 5 years. What type of checks will be conducting on an individual will depend upon their access to classified information.

Risk assessment
Conduct a risk analysis of your data on regular basis to determine what data you have, its sensitivity and where it resides and who is the business owner. Risk analysis should determine appropriate data classification based on sensitivity and risks to data. Regular risk assessment might be necessary, due to passage of time data classification might change based on new threats and sensitivity of the data.

Digital Armageddon – The Insider Threat
httpv://www.youtube.com/watch?v=FQ4bvCPwFMY

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Tags: Background Check, Detect activity, Gavin Newsom, Intellectual Property, Manage access, Monitor access, Online assets, risk analysis, San Francisco, Security, Tough Economy