Fake Seal suspected....

TLDR20 said:
It is the job of an HR person to check and know how to decipher a Dd-214? Ok. Y'all are missing the point, if the job is to be a PSD guy overseas, then yeah vetting someone's SOF experience is necessary. However vetting someone's military service for a city job? Not likely other than proof of service. Same goes for most jobs. Vetting someone for skills they likely won't ever use is not the HR persons job.
Click to expand...
Google can be HR's friend.

In this case the city job was Risk Manager, not some guy holding a traffic sign.
 
Bingo @JHD INTEGRITY. I dont care if you are recruiting for CEO, management, line cook or the guy taking out the trash ect, if you lie in any way shape or form on your resume you lack integrity. Period end. And that is most certainly HR's job to catch.
And as @SOWT points out this case involved a city risk manager.
I had a friend that was a city risk manager. He had (really had) extensive EMS, Paramedic and LEO background in order to qualify for his position. He was instrumental in implementing a county wide 911 system during his tenure, among other things. He may have hung up his blue and was wearing a suit but when the spit hit the spam he was out with his people working on the street, not sitting in his office.

Not quite the same but even more alarming example of lax methods in an HR Department. How would you feel if you or your loved one was "treated" by this individual?

http://abcnews.go.com/US/teen-posed-physician-assistant-fl-hospital/story?id=14443046

Matthew Scheidt was arrested Friday, accused of impersonating a physician's assistant for five days at a central Florida hospital.

According to police, the untrained teen spent time in the operating room and emergency room, where he conducted exams, provided patient care and accessed restricted patient information.

It all started on Aug. 24, when Scheidt allegedly went to the human resources office at the Osceola Regional Medical Center and requested a new hospital badge, according to the police report.

He allegedly said he was a physician's assistant in a program at Nova Southeastern University and he needed to replace his old badge, which had out of date information. Police said that though he gave two different explanations to two different people in the HR department, he was given a badge with his name and picture, stating that he was a P.A.

That week, Scheidt repeatedly presented himself as a P.A. in the emergency room, according to police.

Physicians on duty told the police Scheidt wore scrubs, a lab coat and his badge, and helped restrain a combative patient, cleaned and dressed wounds and removed an IV for a patient who was being discharged.

Scheidt also performed patient interviews and physical exams on disrobed male patients and accessed patient charts with personal and medical information, the police report said.

On just his second night as a "physician's assistant," he allegedly did chest compressions for about five minutes on a patient in cardiac arrest.

He told hospital staff he was 23 years old, claimed his mother was an executive with the corporation that owns the hospital and bragged he had been deputized with the Osceola County Sheriff's Office, the police report said.

Scheidt allegedly played doctor for six days before emergency room staff contacted human resources because they thought there was something suspicious about him, police said. The ER staff began questioning his qualifications when he continually requested access to restricted areas of the hospital, according to the report.

The HR department contacted the Surgical Management Group, where Scheidt said he was a P.A., and found that though the teen worked there, it was as a part-time billing clerk, not a P.A. Scheidt was fired from that job and had to return his P.A. ID card.
Click to expand...
 
You guys are missing the point. Service is great, but for a vast majority of the jobs in this country, what you did in the service will have nothing to do with the job you end up going out for. People don't neccesarily care that I was an 18D, they only care I was in the service. They breeze right in through that little part and look at my applicable experience. If you think some HR rep is going to run down my team sergeant and truly vet me you are living deep in fantasyland. That is not their job.

My point wasn't that this guy or posers should get a pass, but that HR people cannot be experts at everything especially when they normally only care about the type of discharge a veteran has. Most civilians could give two shits that some guy inflated his military resume.
 
TLDR20 said:
You guys are missing the point. Service is great, but for a vast majority of the jobs in this country, what you did in the service will have nothing to do with the job you end up going out for. People don't neccesarily care that I was an 18D, they only care I was in the service. They breeze right in through that little part and look at my applicable experience. If you think some HR rep is going to run down my team sergeant and truly vet me you are living deep in fantasyland. That is not their job.

My point wasn't that this guy or posers should get a pass, but that HR people cannot be experts at everything especially when they normally only care about the type of discharge a veteran has. Most civilians could give two shits that some guy inflated his military resume.
Click to expand...
The HR rep gets paid to at least do a mimimum Google Search to see what your job (MOS) responsibilities were. They then need to determine if you have the skills or are trainable for the job you are applying for.
 
Most of the verification would consist of the following:

What period, starting and ending, was the applicant in the military?
What was the salary upon discharge from the military?
Type of discharge?
Position/rank/basic list of duties.
Would this person be allowed to reenlist at any point, and if not, why?
What else can you tell us about him/her?
 
SOWT said:
The HR rep gets paid to at least do a mimimum Google Search to see what your job (MOS) responsibilities were. They then need to determine if you have the skills or are trainable for the job you are applying for.
Click to expand...

the MOS description for any 18 Series job is woefully incomplete, based on the nature of the job... And unless somebody has intimate knowledge of SF, they're just not going to get it, especially the UW/GW/FID/NB stuff for starters.
 
Chopstick said:
If even "I" can find this information on a Google search, I would hope a trained HR professional would have access to this knowledge.

http://www.whitehouse.gov/sites/def...siness_council_-_guide_to_hiring_veterans.pdf


http://www.dllr.state.md.us/mil2fedjobs/learn_mil.htm
Click to expand...

I'm glad that "even you" can find information on Google.

The difference and what I think everyone is having a hard time grasping is that I am not referring to this case. I am referring to a general understanding of military service. When less than 1/2 of 1 percent has served I don't expect HR people to be experts on military service other than to check type of discharge.
x SF med said:
the MOS description for any 18 Series job is woefully incomplete, based on the nature of the job... And unless somebody has intimate knowledge of SF, they're just not going to get it, especially the UW/GW/FID/NB stuff for starters.
Click to expand...

This^ most other military people wouldn't know how to properly check my credentials, let alone a random HR person at day Duke hospital, or IBM.
 
TLDR20 said:
You guys are missing the point. Service is great, but for a vast majority of the jobs in this country, what you did in the service will have nothing to do with the job you end up going out for. People don't neccesarily care that I was an 18D, they only care I was in the service. They breeze right in through that little part and look at my applicable experience. If you think some HR rep is going to run down my team sergeant and truly vet me you are living deep in fantasyland. That is not their job.

My point wasn't that this guy or posers should get a pass, but that HR people cannot be experts at everything especially when they normally only care about the type of discharge a veteran has. Most civilians could give two shits that some guy inflated his military resume.
Click to expand...

I think we are saying the same things in a different manner. I don't expect any HR person to understand what a "Marine Corps rifleman" does. I do expect them to as for documentation that I did serve. They may not know "DD 214" they SHOULD know to ask for documentation to verify that I actually served.

The principle of asking for documentation to back up my college degree is the same (it should be) for my service. If you say you did something (college, military, obtain certifications) HR should ask for supporting docs.
 
Marine0311 said:
I think we are saying the same things in a different manner. I don't expect any HR person to understand what a "Marine Corps rifleman" does. I do expect them to as for documentation that I did serve. They may not know "DD 214" they SHOULD know to ask for documentation to verify that I actually served.

The principle of asking for documentation to back up my college degree is the same (it should be) for my service. If you say you did something (college, military, obtain certifications) HR should ask for supporting docs.
Click to expand...
We are in agreement, however anything further than a DD-214 check is out of their realm
 
TLDR20 said:
snip Service is great, but for a vast majority of the jobs in this country, what you did in the service will have nothing to do with the job you end up going out for. People don't neccesarily care that I was an 18D, they only care I was in the service. They breeze right in through that little part and look at my applicable experience.
Click to expand...

I think you hit the nail on the head here.
 
policemedic said:
From a purely medical viewpoint, I think that statement is so misleading as to be insulting. Special Forces Medical Sergeants (and other ATPs) are much more than 'trauma medical technicians'.
Click to expand...
Hence why I included this;-) and this}:-)
 
I'm not a compliance officer or HR manager, but I'd think a business which fails to vet an employee could open that company to litigation should said employee's actions "cause a problem." I wouldn't expect HR to fully understand a service member's job responsibilities if their position didn't call for them (medical, security planning, cyber security, etc.), but to at least perform a minimal background check. I don't think companies do this, but they should and I'd be surprised if they weren't liable if they failed to do so.

Iraq and Afghanistan security companies were awash with contractors using spotty or faked backgrounds. "Everywhere?" No. Often enough to cause problems? Yup. Like I said, my tech job had one guy who Jay Carney'ed portions of his resume and I know of three others on my old contract. It happens, even in the DoD world.
 
I think anyone who is an HR specialist / manager should have the knowledge and ability to vet everything claimed on the resume or given as proof of training/service. If they don't know how, they should be able to contact another organization that can. It's kind of their job to do that.

That said, it really depends on two key factors, is the information relevent to the position and or is the information influencing the decision to higher the individual (I.e. 18D applying for local EMS position, or getting veteran preference points, etc).

Special Forces Medical Sgt, whats that like SEAL's or something? }:-)
 

Similar threads

DA SWO
HCS 85 Loss, AWS 1 Clement
Replies
3
Views
1K
policemedic
policemedic
Centermass
NAVY SEAL FACES INVESTIGATION (Update - Other threads locked)
Replies
7
Views
5K
Ocourse
Ocourse
DA SWO
Decorated Navy SEAL moonlighting as a porn star
2 3
Replies
51
Views
7K
The Hate Ape
The Hate Ape
Ooh-Rah
Judge sentences Vet to 24 hours in jail...and then stays there with him.
Replies
3
Views
683
Grunt
Grunt
D
Head of Navy SEAL Foundation Suspended
Replies
2
Views
5K
DA SWO
DA SWO
Back
Top