Tag: serial embezzler

It continues to amaze us that the people who we refer to as “serial embezzlers” continue to find jobs in dental practices. One skill that dentists, and others involved in the hiring process, seem to lack is the ability to read resumes critically.

Here is the 2019 resume of one serial embezzler. She has used different names at various times including Unique Wells and Unique Edmond. She has a lengthy criminal record, and her own page in our Hall of Shame — https://www.prosperident.com/hiring-alert-nevada/ .

So let’s take a forensic look at her resume and the attached reference letter. A few things pop out:

1. Work experience on the resume is limited to two corporately-owned dental practices. Many practice owners do not bother checking references, and thieves know that there is a bit more work involved in obtaining a reference from a large organization like a university or DSO than a solo practice. Embezzlers know that listing large organizations is enough to deter prospective employers from reference checking.
2. Her statement that she is willing to relocate for a job anywhere in the US is a bit overeager for the dental office manager or financial coordinator jobs that she is applying for.
3. The “some college” she has listed for education is concerningly vague. Most employers would expect to see which college, years attended, program studied etc. on a resume. It looks like Unique is trying hard to give as little past information as possible.
4. On the subject of vagueness, Unique lists no home address for herself.
5. Of course, she is not specific about which Henderson, NV Pacific Dental office she works in. There are actually four offices. She would not want you to call that office only to find out that she does not work there.
6. We tell practice owners to place no value whatsoever in written job references, because they are easy to forge. There are several clues to that fact that this reference letter is not real.
7. The reference letter is not on letterhead. Even if it was, that would provide no validation; letterhead is easy to forge. However the fact that this letter is not on letterhead, and is signed using a “script” font from a word processor, creates strong questions about its credibility.
8. Google searching suggest that the consultant, Kara Stevenson, and her company, do not exist.
9. The phone number listed for Kara Stevenson was answered by Unique when we called.
10. When reading the reference letter, one should be wondering in what context a consultant would be in a position to observe Unique’s work when her experience is limited to two DSOs. Most DSOs do not employ in-office consultants.
11. The lavish praise heaped on Unique seem inconsistent with the insurance coordinator position that she claims to have held for the past nine years. According to the consultant, Unique pretty much walks on water. If she really had the attributes “like an in-house consultant”, “110% loyalty” and an “ownership mentality”, and was working for a DSO , and was willing to relocate, Pacific Dental Services (with over 700 offices, and growing by 80 per year) would have certainly promoted her by now, probably more than once.

Hiring is a challenging process. It is difficult to find the right person, particularly in a booming economy with a labor shortage. In this all-consuming process, it is easy to lose the skepticism that needs to be there. To make a clumsy pun, Unique is not unique. Many resumes have false, misleading or incomplete information. Many applicants have attributes that they do not want you to know about. We can never forget to question the completeness, internal consistency and reasonableness of a resume.

Reference Check Essentials: Helping You Master Your Hiring Process

We recently received the following email from a dentist:
“My embezzler passed my references check. I asked for 6 references, and she passed with flying colors. And then proceeded to rob me blind. I thought that maybe y’all needed to make a post about it, or SOMETHING, to the world of dentistry, because seriously, this is why we can’t trust references. When people fabricate deception like this, how can we trust anything as employers, to be able to find someone worthy of hiring?”

The dentist was referring to a website that, for a fee, will supply false references to help someone pass reference checks. Here is what one such site claims:

“Paladin Deception Services is here to assist you in obtaining the fictitious reference, the little white lie, or the alibi that you need. Our agency can provide you with either male or female testimonials over the phone in the local area code that you require. We’re confidential, professional, innovative, and affordable. Most importantly, we keep it legal. Get the verification that you need!”

People with tainted pasts are aware that dental offices are great places to seek jobs because background checking done by most offices is superficial and easily defeated.

Here is what one (illiterate) convicted felon said about working in dental offices:
“Dental game is great. No back round checks unless u work with kids. Great money easy hrs and its the same thing over and over.”

We’d like to mention two sobering statistics about the people who apply for jobs with you: one in four US adults has a criminal record, and some studies suggest that the prevalence of resume falsification or enhancement exceeds 50%ii.

To help you avoid a hiring mistake similar to that of the dentist who emailed me, here are some essential steps to follow when checking references:

1. Check photo identification (and some other institutionally issued card or ID) for every applicant you interview. One of the easiest ways to hide an unsavory past is to use someone else’s name.

2. You must speak with all former employers for the past five years. There is no value whatsoever to “character” references; the only people you want to speak with are former employers. What someone’s 8th-grade science teacher thinks about them isn’t of much value.

3. Have a conversation with every single work reference listed for the past five years. Written reference letters, even if addressed personally to you, are worthless. Many people leaving a workplace “borrow” a supply of letterhead and envelopes so they can forge reference letters as needed. One study found that 17% of the employers surveyed had detected forged reference letters. You need to pick up the phone and call. No exceptions.

4. On the subject of calling, never call any phone number given to you by an applicant. You may end up speaking with a relative or friend pretending to be a former employer or a “deception” service like the one described earlier. Find phone numbers independently, and call those numbers to ensure you are speaking to the correct former employer.

5. Ensure that the office you are calling is a real business. If it is a dental office, the dentist will be registered with their State Board. Another place you can check is www.ratemds.com, which has patient reviews for virtually every dental practice. If the work experience was with a non-dental business, do they have a website? Another good place to check for legitimacy is Equifax, which maintains listings on almost every legitimate company. (https://sb.econsumer.equifax.com/bizdirect/companySearch.ehtml?advancedSearch=true).

6. When you call the office of a former employer, make sure you speak to the right person. If you are calling a dental office, speak to the practice owner first. He or she may hand you off to their office manager but start with the dentist. For any non-dental small business, identify and speak to the owner. Larger companies typically have HR departments that provide job reference information. Often, calling an HR department means that the information you obtain is limited, and you will probably not have the benefit of speaking with anybody who supervised your applicant, but make the call nonetheless.

7. You should ask the following questions to every former employer you speak with:
a. What were the start date and end date of employment? Please ask the former employer for these dates; do not provide them and ask for confirmation. Applicants trying to hide something will often manipulate employment dates.
b. Confirm job title for the position(s) held by the applicant. Job applicants often embellish their resumes so that, even though their former position was “receptionist,” on their resume it becomes “office manager.”
c. Ask each former employer who the applicant worked for previously and subsequently. Often former employers do not know this information, but sometimes they do. Comparing what you learn with the resume provided may uncover a discrepancy.
d. Ask who ended the employment relationship. This question may not be one that gets answered, but you may learn something valuable if it is.
e. You should always ask whether the organization or individual you are calling would re-hire the applicant. If you are speaking with an HR department, you may get better results if you ask the question in the negative, i.e., “Is there any reason why this person is not eligible to be rehired by you?”.

8. You must get a reference from an applicant’s current or most recent employer. Often an applicant will ask you not to contact their current employer because “he/she does not know that I am leaving”. This statement may be true, but alternatively, this may be a strategy to prevent you from calling a “current” employer only to find out that your applicant was fired from their employ two weeks ago. An applicant who asks you not to contact their current employer must be told that you do not hire anyone without speaking with their most recent employer. You may offer to defer this conversation, but you must make it clear that a discussion with their current employer must take place before you finalize an offer of employment.

While most applicants for the vacancy you need to fill are honest and will make excellent employees, there are those who need to be filtered out.

We see “serial embezzlers” all too frequently, and many of them would not have secured employment with the practices they stole from if those offices had known about and implemented the hiring strategies we have outlined here. Historically low unemployment rates and the perception that there is a shortage of qualified applicants for positions in dental offices put a great deal of pressure on practice owners to rush the hiring process. I would like to urge you to resist the temptation to expedite your hiring process. The cost of hiring a rotten apple far exceeds the value of conducting a proper screening.