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Is what you see on resumes to be believed? In this highly competitive, materialistic, and sometimes
callous world, how often do you think someone might be tempted to inaccurately report the truth? If you said 30%, a variety of surveys would agree -- one in three people are padding their resumes and fabricating details. Some are just ‘bending the truth,’ some are ‘fudging’ it, and some are blatantly lying. If you need to hire for a vital position and shortlist three candidates, which of those three is being less than truthful, and how will you know? What will be the consequences to you and your organization if you pick that third one? If you are the hiring manager and are not actively verifying the information given to you on resumes, that should keep you up at night. Two common discrepancies on resumes are the experiences claimed or educational accreditation that has not been earned. Reasons vary, but a particular job gap is often masked by stretching employment dates. Sometimes a required educational accreditation is obtained from a diploma mill - an organization claiming to be a higher education institution that provides realistic-looking credentials for a fee. Ultimately, these discrepancies can lead to not just major embarrassment and an erosion of public confidence but a real loss of time and money. The solution to these common problems is to implement a background checking policy and follow through by verifying information. Inline Reference Check, with more than 25 years of experience, can confirm your candidates’ information and offer peace of mind. Inline Reference verifies educational achievements and authenticates all sources for referrals. We conduct thorough comprehensive interviews using senior professional interviewers. We provide the information you need to select the strongest legitimate candidates. Depending on the position you are interviewing for, you may need to verify criminal records, driver’s licenses, social media, and financial history. Each of these verifications done on your short-listed candidates can save you significant financial and legal problems down the line. A professional interview with detailed documentation from a 360-degree viewpoint can give you a clear perspective of the candidate’s strengths and weaknesses from those who have worked alongside them. Your employees are your organization’s lifeblood. Exercising due diligence in verifying the information of prospective team members is vital to ensuring a more secure and safer future for your organization. Susan Brooks Business Development Manager Inline Reference Check Comments are closed.
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