Resume fraud: lies, omissions and exaggerations

Article Abstract:

The falsification of resumes is a growing problem for Corporate America. The results of a 1994 AccounTemps survey suggested that as much as one third of all resumes may contain misleading information or lack vital information. The survey also found that the incidence of resume fraud has increased by 6% since the early 1990s. Some experts believe that the spread of this problem is being caused by corporate downsizing. They believe that the intense competition for jobs is compelling job applicants to take desperate measures. Lies, omissions and exaggerations are very common when it comes to information about degrees, professional attainments and dates. It is difficult to identify in advance the job applicants who may or may not falsify their resumes. However, there are certain signs that can alert HR professionals to possible fraud, including gaps in employment or vague information. Tips for verifying resume information are offered.

Prevention, Ethical aspects, Fraud, Job applicants, Resumes (Employment), Resumes

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Workers take leave of job stress

Article Abstract:

Workplace sabbatical programs are becoming a popular method of dealing with job stress. Such programs involve leaves of absence over long periods which may include full pay and benefits for the duration. These provide a hiatus from workplace stress that is estimated to result in disability costs of $75 billion per year. Sabbatical programs benefit both the employee and the employer. They can alleviate burnout and morale problems, ease the burden of downsizing, provide opportunities for personal growth and career development and help workers balance their personal and work lives. On the other hand, employers get rejuvenated employees with improved production and a reputation as a good employer that may be leveraged in an incresingly competitive job market. Guidelines in the planning of effectives sabbatical programs are given.

Analysis, Leaves of absence, Employee vacations

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Global inpats - don't let them surprise you

Article Abstract:

American companies sometimes hire foreign-born employees because they are the best candidates for certain positions. This practice is most prevalent in high-technology and computer-software firms. Recruitment of foreigners can also take place when qualified domestic candidates are not willing to leave their present jobs or homes, forcing an employer to find employees outside the country. Unfortunately, many companies deal with the recruitment of these so-called 'inpats' only when the need arises. They do not prepare themselves for the possibility that they may someday need to hire foreigners. For companies that want to prepare early, the screening process should involve educational verification, work-experience verification and criminal checks, and culturally effective interviewing.

Methods, Management, Recruiting, Employee recruitment, Employment abroad, Overseas employment, Aliens

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