Investigative Sources
Rampant resume fraud has made recruiting such an extensive process that reference checking has evolved into a growth industry. Unable to commit the necessary time to thorough recruiting techniques, many employers are opting to leave it to the experts.
As part of their focus, reference checking companies and professional recruitment specialists provide extensive background checking resources that regular companies may not have access to. Professional recruiters are experienced in various interview strategies, and equipped to evaluate an applicant's skills such as word processing and computer programming.
Employers who require any or all of these services, consider it a small investment compared to the costly implications of hiring employees who have not been thoroughly evaluated or investigated. Companies that do have self-sufficient recruiting resources can further their investigative approach by evaluating the efficiency of their research methods.
Similar to Edward Andler's The Only Complete Reference Checking Handbook, there are additional research guides that offer valuable insight.
For example, The Guide to Background Investigations is an all-inclusive research guide that has become extremely popular with employers in the United States. Recommended as 'the bible' of investigative research it has become, to many companies, a cost efficient answer to background checks.
One advocate explains why: "It is a one-of-a-kind research tool that is a necessity for investigators, human resource departments, security managers, and business owners. It contains direct contact locations for criminal histories, motor vehicle reports, worker's comp records, and much more." (Steve Lang of Steve Lang Consultants as quoted on theguide.com).
Assessing the Evidence
Although the investigative process is imperative to disclosing resume fraud, it is not always enough to base the hiring decision. Employers may want to do further research on inconclusive evidence may warrant further research. Depending on the position and company policy, a minor case of resume falsifying may not be considered material and detrimental to an applicant's potential. A typical example is qualified and honest university graduates who are often unaware of their bad credit ratings. Further inquiries will often attribute these negative results to student loans debts that, (compared to the other credit activity), may have little relevance to their candidacy.
The recent experience of a Vancouver-based recruiter illustrates another example. "After assessing evidence of an applicant whose resume indicated a degree that he did not have, I decided that because the entry-level position did not require a university education and because he otherwise showed a strong potential for the company, there was reason for further examination. I found out that he was one credit short of his degree and discussed the issue with him directly. I realized that his honest and reasonable explanation and promising qualifications were the more relevant factors to base my decision on."
Fact Based Enforcement
A resume misdemeanor can have more serious consequences however, as was the case of a similar falsifier in a dissimilar circumstance. Although he too, was only a credit short of his Commerce degree, this candidate had signed an employment agreement for a position that required his degree along with proof of completion. Before his transcripts arrived in the mail, he had already started working for the company. Once it was verified that he in fact, did not have his degree, it was grounds for immediate dismissal. Even though the lie was caught after the hiring process, the signed agreement provided the legal evidence to justify the employer's action.
The last clause of official application forms requires the applicant's signed verification that the information he/she provided is the truth. It is common practice to have an additional phrase that notifies applicants of a three-month probationary period, should they be hired. Also considered to be documented legal evidence, the application form is perhaps the most important fact in the employer's approach to resume fraud. It offers companies the entire duration of the investigative process, hiring decision, and three-month probationary period to catch a lie and fight it with the facts.
Recruitment awareness means recognizing employers' rights and responsibility to protect their company from hiring someone who is fraudulently representing themselves. But, in addition to combating lies, a matter of fact approach to recruiting also means a focused commitment to examining all of the facts and discovering those who are truly the best for your company.
Click here to read part 3 of this article
* Article originally published at GaltGlobalReview.com
Copyright - Galt Western Personnel Ltd
Click here to return to the Resume Service Magic home page
Sponsored by Adult DVDs. Over 18s only