Checking the facts on a resume

Article Abstract:

Employment resumes are not always reliable tool for evaluating job applicants. Aside from the fact that they do not provide clear information, resumes can often be deceiving. A study of more than 1,000 job applicants revealed that about a third of them wrote false information on their resumes. Among the information that needs to be carefully examined are those pertaining to educational background, employment histories and work references. Aside from these, human resources practitioners should be concerned about time gaps in the employment history, ambiguous responses, unspecific reasons for leaving former employer, the absence of any employment history, discrepancies in salary history, and work references consisting of companies that have been closed. Companies can minimize deceptive resumes by using standardized application forms with every resume or by hiring professional investigators.

Evaluation, Resumes (Employment), Resumes

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Pitfalls of withholding reference information

Article Abstract:

Firms which typically only provide limited employee reference information out of fear of liability are advised to re-examine their procedures because not providing data on workers may actually leave businesses liable for negligent retention and negligent hiring. A review of legal rules pertaining to employee referrals indicates that firms may be able to use the 'need to know' defense if firms communicated truthful statements about employees that were not made to ruin an individual's reputation. Firms must be careful to abide by guidelines, including communicating data in good faith, limiting information to that which is relevant to the inquiry, and disseminating information only to appropriate parties.

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Reference checking: the law is on your side

Article Abstract:

Reference checking can be very difficult because many companies are reluctant to divulge job-related information for fear of being sued by former employees for defamation. Not verifying reference information can be equally risky, considering that employers can also be sued for 'negligent hiring' or 'negligent retention' if employees turn out to be injurious to others. To reduce the legal risks associated with seeking and releasing employee information, employers should give only information that is truthful, seek job-related information based on a valid need to know, and never release EEOC-related information.

Employee recruitment

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