Q: How can I find out if applicants have misrepresented their qualifications on their résumé or job application?
A: In today's economic climate, hiring and retaining the best employees is a priority. Unfortunately, some people do not provide factual information in their quest to land a job. Here are a few simple ways to protect yourself.
The application ... Have all applicants complete a job application, even if you have their résumé. Include in the application that you will check references and that providing false information is grounds for immediate dismissal.
The interview ... To check that the applicant actually earned the degrees they say they did, ask specific, detailed questions about the courses he or she took as they relate to the job requirements. To ensure that the candidate has the skills and credentials reflected in the résumé, ask questions relating to those skills. If the job requires technical knowledge, such as accounting or computer skills, be sure to ask technical questions or conduct a skills assessment interview (not to be confused with a working interview).
Checking references ...Always check references to help clarify any discrepancies and get a complete picture of a candidate's employment history. Most states have laws giving employers qualified immunity when providing truthful and factual information regarding former employees and their job performance. Ask the applicant to sign a release allowing you to obtain information from previous employers. When performing a background check on applicants, be sure to comply with the stringent requirements of the Fair Credit Reporting Act.
The opinions expressed above are based on the writer’s comprehensive background as a human resources professional and the policies in our Bent Ericksen & Associates products having been reviewed by legal counsel. The writer is not an attorney, and the advice provided in this message should not be construed as a legal opinion. If you have legal questions after considering the advice and reading any materials referenced, it is recommended that you consult with your attorney.
Author bio
Tim Twigg is the president of Bent Ericksen & Associates, and Rebecca Crane is a human resource compliance consultant with Bent Ericksen & Associates. For 30 years, the company has been a leading authority in human resource and personnel issues, helping dentists deal successfully with the ever-changing and complex labor laws. To receive a complimentary copy of the company’s quarterly newsletter or to learn more about its services, call (800) 679-2760 or visit www.bentericksen.com.
