National Jurist - October 2007 - (Page 17) What’s in your past? Law firms embrace background checks to weed out candidates who “fluff” their resumes or have questionable pasts esume, cover letter, writing sample, references…and a background check? More law firms are using preemployment screening and verification services to weed out candidates who have questionable backgrounds or “fluff up” their resumes, and experts advise job candidates to be upfront and honest in the interview process. An estimated 80 percent of all employers conduct background checks, said Theresa Preg, vice president of product development By Ursula Furi-Perry at ChoicePoint, one of the nation’s leading data technology and information services companies. Kristin Oliveri, firmwide human resources manager at Baker Hostetler in Cleveland, Ohio, said firms invest a lot of money, time and resources into hiring. Background checks provide comfort about applicants’ truthfulness, credibility and character. “It is confirmation that everything they said is accurate and truthful,” said Oliveri. “[It is] just another tool to confirm in your mind that this person is the right candidate.” At Baker, applicants’ educational and academic credentials are verified, their employment history is confirmed, and their criminal records and credit reports checked. Other law firms may also perform identification verification and social security number checks, as well as residence verifications, said Preg. So, what can law students expect when they apply for an associate position? “Expect that probably 80 percent of the time you’re going to have a background check,” said Preg, “and that the information you provide on an application will be matched.” If negative factors show up on your background check, Preg said you are entitled to an adverse action letter by the employer, and if any of the information is incorrect, you have the right to disPHOTO BY MELISSA STOTTLEMEYER pute it. You can also ask the firm for a copy of the report. Negative information won’t necessarily bar you from getting the job, said Oliveri, though it all factors into your overall credibility and credentials. Falsifying your application, on the other hand, is an almost surefire way to guarantee you won’t get an offer. “If you have a candidate who falsifies their application, that’s probably worse than some of the information that may come back on a background check,” said Preg. “If you have a candidate who falsifies their application, that’s probably worse than information on a background check.” —Theresa Preg, vice president of product development, ChoicePoint Even “fluffing up” your resume, such as overstating your job description or the length of time you worked at a past position, can be troubling if your employment details are verified and don’t add up. One way to avoid trouble is to disclose potentially disparaging information in advance, Oliveri said. This doesn’t mean you have to detail every speeding ticket (which will show up on a background check), but if you have past arrests, convictions, problem credit, or other negative factors that may affect your character and fitness as an associate, you should let the firm know. Oliveri recommended that students should also be upfront about any gaps or inconsistencies in your education or work experience. For example, if you attended several law schools, took some time off, or took longer than usual to achieve your degree, be prepared to explain. Most law firms won’t conduct background checks on every applicant, but rather wait until they have made a job offer or are ready to make one, so disclosure is warranted at that point. October 2007 THE NATIONAL JURIST 17
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