The case scenario and questions:
Résumé inaccuracies are the bane of HR employment specialists. While the results of surveys on résumé fraud vary widely, a conservative estimate is that about 20% of résumés contain some inaccurate data or critical omission. In this discussion, consider how employers can best protect themselves and ensure that they have done due diligence in the selection process.
Respond to the following questions:
1. Discuss methods of protecting the employer's interests when faced with inaccurate or inflated résumés.
2. What is the legal protection to employers if a candidate provides inaccurate or inflated information in a résumé?
3. What are some practical methods of evaluating information and background checks at a reasonable cost?
4. What are some risk mitigation strategies to protect the organization against the consequences of inaccurate candidate information?
1. It is human nature to "inflate" accomplishments when trying to get a job. If a candidate sounds too good to be true, there is a possibility this statement is accurate. Human Resource Specialists could conduct phone interviews with the "top candidates" to obtain detailed information on any resume quotes that sound questionable. For example, if a candidate notes "processed significant amounts of accounts payable activity" - there should be follow-up questions such as "What ...
This solution is about 300 words and addresses four questions related to what actions employers can take in order to safeguard against resume inaccuracies.