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Criminal background checks are used widely in the U.S. to screen applicants for employment, licenses, housing, and government benefits. State lawmakers instituted many of these requirements, ostensibly with the aim of managing criminal risk in various areas of social life. The present study examines the development of this legal form. Drawing from legislative discourse in the Illinois General Assembly, this study puts forward an endogenous account of constructing criminal risk, showing that lawmakers justified new background check laws largely as a means of filling security loopholes created by prior legislation. While the laws respond to identified criminal risks, the process of expanding background checks itself draws attention to other dimensions of vulnerability, necessitating the addition of new screening requirements. Incremental expansions are further justified on the basis of background screening’s low cost, which, lawmakers argue, creates an obligation to extend the requirements wherever vulnerabilities are identified, particularly when children are potential victims and sex offenders the possible villains. The study shows how security and vulnerability are mutually generative in the area of background screening and discusses implications for understanding this legal form in the context of contemporary American penality.

The purpose of this paper is to explore the various methods available when conducting a pre‐employment screening investigation in attempt to hire honest employees, those less likely to commit fraud against their organization. While many companies perform the most basic type of background check, this paper suggests that companies need to go beyond the basics when hiring its employees.

By reviewing the existing literature and conducting interviews with experts in the area of background investigation services, the paper makes suggestions for companies to follow.

Merely relying on the most basic background check may lead to the hiring of the wrong employee, one likely to commit fraud. Companies should consider performing other screening techniques before hiring an employee.

Background checks have become a widely‐recognized method of pre‐employment screening. However, these checks are just one part of the employee selection process and companies should understand both the practical and legal implications of conducting additional testing.

The guidance provided in this paper will aid companies in the pre‐employment selection process. Both basic and more advanced techniques are discussed and companies can choose any or all of the recommended methods.

AuthBridge is a leading Background Screening & Risk Assessment Company. Founded in 2005, its mission is to be among the top and dominant in every line of business it undertakes with its creative, continually improving solutions. AuthBridge has 200 clients in 2015, and wishes to grow to serve 2000 clients by 2020. The case outlines the process it has adopted till date, and the journey of entrepreneur in terms of how he reached there. The founder faces the dilemma of whether he should scale this business model in other countries (emerging markets?) and what part of his model should be imitated and what part adapted. Through this case learners can understand the entrepreneurial journey of a serial entrepreneur and how he identified an opportunity in the market. The case also enables classroom discussions on developing a business model from the scratch, and how to set up efficient processes in a new venture.

Employee theft is a large problem for firms of all sizes, particularly small businesses where profit margins are often slim. The purpose of this paper is to examine the perceptions of current and previous employees regarding their advice for detecting and preventing employee theft.

The study presents and analyzes the responses and ensuing discussion to questions posed to 79 individuals in three college‐level entrepreneurship courses. Using a controlled internet discussion board, an interactive dialogue developed among the study participants. The relationship of these findings to the existing literature on employee theft and how these findings support and expand the scholarship base is examined.

According to the qualitative research findings, a majority of participants in the study recommend implementation or increase usage of video surveillance, and better control systems and record keeping. Other recommendations include better hiring, using a “ringer” on staff, raising salaries, offering free products for employees, and other advice. Some of these findings correspond to previous research on employee theft, while some results offer new and expanded advice for managers.

Limitations of the study are stated, and recommendations are made for further qualitative and empirical research of employee theft in follow‐up to these findings.

The employees surveyed in this study recommend that greater surveillance and managerial diligence in control of the operations is needed to decrease employee theft. This advice is from the “inside” by current and former employees who have inside knowledge and first‐hand experience as witnesses to employee theft in businesses today.

The methodology used for the research in this study is innovative and fairly recent, because it involves the use of controlled discussion groups on the internet which allow for thorough scrutiny by the research and greater freedom by participants to compose their perceptions. In addition, study participants also may have perceived a higher level of anonymity and confidentiality using this medium, which may result in more accurate findings that traditional surveys or in‐person research methods.

In a hypertext database, the information is presented as a network of nodes connected by links. Such nodes may be text, graphics, audio, video, and even other software. Although hypertext provides a new approach to information management, it also leaves a whole new set of problems for the designers of the hypertext database to solve. As the volume of information grows, the task of authoring a hypertext database becomes much more complex. In this article, the author presents the experiences during the development of a hypertext version of the user's guide for information services on JANET, in the UK, by using HyperPAD, a hypertext shell for the IBM PC. It may be the first step to explore the proper way to solve those problems which come together with the increasing application of hypertext.

Lighting – from the firmament and the filament – is intrinsically linked with library design, influencing many factors from user comfort and productivity to spatial perception and connotation. For centuries, daylight governed libraries, forging built form and determining access hours. Within the last 100 years, the ascendancy of electric lighting has expanded possibilities and added challenges to library lighting design. The recent advent of the computer, and the light emanating from their screens, has provoked consideration of other light issues. This article addresses how to integrate light – in all its manifestations – within the context of library design.

Discusses the use of Apple Macintosh computers with OCLC online library systems. Illustrates in detail a method of bypassing the IBX phone system that links each workstation to the modem pool and installing Apple Engineering Library Software that is compatible with OCLC.

The purpose of this article is to show the importance of pre‐employment screening for hospitals. Pre‐employment screening in the hiring process is a must for hospitals, especially in the health care industry, where financial damages and lawsuits for hospitals recently increased because of negligent hiring. The information in this article is based on books about human resources in the health care industry, journals about medicine and law, and mostly articles from outsourced screening firms that provide service in the health care field. The scope of the article is to show the effectiveness of employee screening for hospitals in order to prevent or minimise lawsuits because of negligent hiring. Based on information about the benefits of employment screening in the health care industry, it is important for hospitals to implement “due diligence” by including screening programmes in their hiring process. The screening process can be done in‐house or be delegated to outside service providers that match the criteria. It is better to outsource these tasks so that hospitals can focus on other human resources tasks such as managing their employees to improve services for their visitors or customers.

It is widely established that many hiring managers view social networking websites (SNWs) such as LinkedIn and/or Facebook in the employment selection process, leading to the acceptance or rejection of job applicants. Due to the rapid evolution of social media, scientific study of SNWs has been substantially outpaced by organizational practice. This chapter focuses on a wide range of issues related to SNW screening relevant to research and practice.

The chapter: (1) reviews the current state of SNW screening practices, (2) describes a wide range of HR issues that should be considered such as privacy, discrimination, negligent hiring, validity, reliability, generalizability, impression management, applicant reactions, and utility, (3) draws connections to related issues already addressed by established employment selection methods to inform SNW screening, (4) discusses pros and cons of potential SNW screening approaches, and (5) provides a framework of best practices that should be incorporated into social network screening policies.

As an emerging employment selection approach, SNW screening demonstrates potential as a rich source of applicant information, but includes numerous legal and ethical issues. Further, these potential benefits and risks vary widely depending on the approaches used.

Provides HR practitioners with a wide range of information necessary to develop an effective social network screening policy, while making the case for academics to pursue research in this nascent area.

Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought to begin an investigation of the myriad of ways that social media impacts organizations. To date, research evidence on a range of HR-related topics are just beginning to emerge, but are scattered across a range of diverse literatures. The principal aim of this chapter is to review the current literature on the study of social media in HRM and to integrate these disparate emerging literatures. During our review, we discuss the existent research, describe the theoretical foundations of such work, and summarize key research findings and themes into a coherent social media framework relevant to HRM. Finally, we offer recommendations for future work that can enhance knowledge of social media’s impact in organizations.