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payments, that are most troubling to you. >> well, troubles me about these is it is basically like a bribe. so sheila bear is a long time government public servant, she was the chair of the s.c.i.c., and she said only in the wonderful land of washington would these look like anything other than a bribe and my concern is that when people leave a private sector job. a $21 million gift and when the interest of your former firm conflicts with the interests of main street, i am sure they will go with the interest of their former firm >> andy, some banks city group, goldman, they want to be exempted from a shareholder proposal that was brought by the a.f.l.c.i.o., that would require transparency on these matters. what would this proposal specifically require of the banks? >> well, the
proposal >> it's not entirely clear what they are asking for, be few underlying issue is important, and that is it is a good thing to have in government, people who are really knowledgeable about the industry. that's being religious freedomlated. and it isn't necessarily the case that this is bad motives to have people go, there are many different kind of payments. very often this is money that's already been earned by executives. which hasn't yet vested. and vetsing requirements are about preventing people from going to competitors, but it's a good thing i would submit for the country and for the industry in government making the rules. and it's not necessarily a bad then.
you know the executive branch -- >> why are they fighting the transparency? if it isn't a bad thing, if it is good for the public, food for main street, why not say who this money is going to and why? >> well, transparency is as a general mat ear good thing enwith it comes to government. i don't disagree with that. there are different situations here, different circumstances, and it's difficult to comment on the specific requests of specific banks. but overall, transparency is a good thing. >> andy, our community doesn't some to agree, here are some voices henry says the consequences of this is what we see right now. lies on top of lies seems to the trend. used to control information, and here is lola. a u.s.a. or multinational cops who have now love for the citizens. what is your response. >> it is more about
transparency. he is currently the undersecretary -- he got 14 million-dollars from bank of america. who happened to be my alum. i took a big bay cut when i did it, i don't think we should have to pay someone $14 million to work in the private sector, it is something you should want to do on your own. the verb hurry right now, he got $1.1 million been he left, and then antonio took to make the $21 million i mentioned for. i don't think we should be bribing people into public service, it should be it's own reward. it becomes this weird conflict of interest, who are you going to represent at the end of the day, and the other thing we only know about those people because they were high level senate confirmations. there are a whole bunch of executives that we don't know anything about the only people they are required to disclose c.o.o., c.f.o., and all the a.f.o. is trying to do is say
we want to know about the rest of your executives. and if you have noble intentions tell us about it. speaking of the proposal, they are expected to rule on nit the next few months. historically, they tend to lean with corporations which way do you think this is going to do. >> i have no visibility, into the s.e.c. decision making process. >> 30 seconds left. >> i think to talk about these things there terms of bribery is not good for the public. for the most part, these are people who are going into government service for the reason of helping to improve things the idea that they have been planted is i think just not necessarily appropriate or accurate. >> have to stop you there. the other 98%, and andy -- when we return. taking creative resume writing to a whole new level, new companies springing up online
that pack up the lies on your resume. and then no qualms about it, saying it is a public service, but what are the moral hazards. we will talk to a leader in the field about his craft. >> sunday night. >> 140 world leaders will take the podium. >> get the full story. >> there is real disunity in the security council. >> about issues that impact your world. >> infectious diseases are a major threat to health. >> "the week ahead". sunday 8:30 eastern. only on al jazeera america. al jazeera america gives you the total news experience anytime, anywhere. more on every screen. digital, mobile, social. visit aljazeera.com. follow @ajam on twitter. and like aljazeera america on facebook for more stories, more access, more conversations. so you don't just stay on top of the news, go deeper and get more
references. here to talk about is william schmidt the founder of the career excuse. and daniel little who is at the founder of the cubicle chick.com. first william, you launched career excuse in 2009 after the great recession. as they were looking for work, and i found out efforts very food at it and it turns out six years later landing site president's job and i have companies throughout the world. >> how does your service work? i look at the job titling and i match them to specific companies. >> fake companies. >> and i have an answering 70 that will verify their
employment, and i will provide them with professional reference providers who can give them outstanding references that will land them the job. >> who is soliciting you the most and why? is there one job field that dominates. >> i have seen that the financial and information technology fields are the highest in interest with careers. but it goes across the board for everybody do you consider your business ethical. >> i do, unless you are of course looking for job as pope, but employers are not looking for morality, what they are looking for is skill and skill sets that can meet the job responsibilities. i want to prescription you in, because you ran the hr department for porch 500 company, do emmyiers not care about morality? >> absolutely they do.
because especially in the financial industry where there's trust involved, money involved of course you have to hire trustworthy candidates so if the candidates if the employee. cos in the door lying then there are no trust. so i respect his business in the fact that there are a need for the business, i can see where people would want to utilize that, but the end game is an employee that is always looking over their shoulder whether they will be found out or not. and from an h.r. standpoint, that's not a type of employ yeah we would like to hire. hannah says some of the c.v.s i have seen are hilaire rouse. one girl said she was vault dig torian in kindergarten amazing, and one guy said his skill was take out trash. this isn't funny.
never do this as a human resources professional i'd warn everyone against it. strong reference checking is easy these days. a probation period plus employment being depend on background checks. what are legal recourses for employers when they end foo out you know what, these employees they are lying and using curier excuse.com, can they prosecute them? well, yes, absolutely each state has their own laws but when you are talking about maybe perhaps moving an employee, if the company has paid to move an employee and given them a bonus a lot of times it says if for any reason we have to terminate you before your 90 day period or whatever the probationary period is you have to pay us back the money. so i this i from the start people should be ethical people should tell the truth because with
the internet, the internet works well for the good guys too and you can easily be found out. it isn't that hard to end foo out if you are giving fake reference ares. >> sounds like you go pretty deep. >> absolutely, and it has change add lot. >> what are some things you are doing to confuse or blur the lines? >> one thing to do is to add linked in at facebook, as much content into a website as possible, and i can also make my virtual companies for all intent and purposes real by registers them, i can even give them federal e.i.n. numbers and even use legitimate employment verification firms. >> incredible to me how forthright you are about this. like you are taking some pleasure in duping the system? >> syrian, because the system is totally flawed.
if you look at how employers are looking to hire people, it is no different than looking for a date going to a dating site, and if anyone has use add dating site before you see you haven toes of questions you have to ask, on both sides employer dating site they are looking for key words what do you end up with? anyone use those dating sites you be something totally the opposite of what you are looking for, and your true love is sitting out there and you never got to see that as my job, get them in front of the people that matter. >> from another williams being qualified to do the job isn't enough any more. having the right name, the right reverences and address is needed, this will be awesome, talks about career excuse.com, at least one will get to know how it feels to be recommended. you mentions the h.r. process is flaws why? >> they are using the same systems the
same technology as dating websites. and i think anyone who spent can see how flaws that system is, it is identical. >> william, you are assuming these people are all qualified, what if they have nefarious intentions how are you screening these people? >> we do screen every applicant and we do not represent real companies there's guidance we follow. and i don't want to do anything i think would harm anyone in -- through using my services and i do disqualify a lot of people from using my services. >> what if somebody is applying for i.t. job that gives you access to personal information. >> when these people are looking for my services, they are not out to screw the employer, they want to get in front of the employer and have the interview with them, which they are not getting. and it is pause they are being
disqualified because theirs are may doesn't match the keyrd workers. >> i would like to -- >> when they are going in there, when they are making the actual interview with the hiring manager, my references aren't going to hand them that job, it is up to them. >> they have to convention the the job. >> i wanted to jump in by saying i am a parent too, i work in h.r. but i am a parent too, do two wrongs make a right? absolutely not. if the h.r. industry flaws somewhat, yes any industry there are best practices and things that can be approved on but when you start off a job in a career that you want to continue in the with dishonest information, i just don't see that being -- it could be a short term answer but for long company you want to go to company or company and move up, the more you move up the more fact checking will take place.
and you will find yourself being blackballed because you lies so no one will want to hire you. in order to build your resume you can do things like volunteer, put in time in your industry. no nonprofit organization is going to turn your away if you want to volunteer your services. as you build those it will be a reference for you later. >> if you discovered you passed over a legitimately qualified person, and hires a person who lied would you keep them. >> if he was doing the job satisfactory and meeting my needs as the employer, i would keep him. >> interesting conversation today. and daniel little founder of the cubicle check.com, when we return, silicon valley enos it has a diversity problem, and la tina moms may be coming to the rescue.
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