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In results from a recently published survey by Accu-Screen, allegedly 43% of job applicants lie on their employment application or resume.
By: Becky Regan
By: Becky Regan
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What do they typically lie about? Here's the short list:
* Job titles
* Dates of employment
* Inflated salary at prior employers
* Criminal records
* Educational degrees
* Professional licenses
* "Ghost companies" or self-owned businesses
By reading this list, you can easily see why it's so critical to always check references!! Many companies never take the time or make the effort to check applicant references. Chances are, they don't know the full story about who they're hiring! Never take the information provided in these documents by applicants at face value. And...when you do interview references, you'll be surprised what people will actually tell you (yes, even in this day and age!)
Another key reason in favor of checking references is that it gives you one more opportunity to explore an area that you might think is a possible weakness for an applicant. You can ask questions about how certain situations were handled, or ask the reference to recall a time when..... You get the picture! The information you'll receive from talking with qualified personal and/or professional references will clarify which final candidate will truly be the best hire for your company.
Before making the first phone call, be sure the applicant has completed, signed & dated the employment application authorizing you to conduct references checks. Check with your state's Chamber of Commerce website for sample employment forms such as applications. You can easily download and customize them with your company's logo for a more professional looking form to use in your recruiting process.
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Becky Regan, M.A., CCP began her own consulting practice in 1995, Regan HR, Inc. to provide human resources consulting services to businesses in California. She has been successful in growing her business through reputation and client referrals. Her work as a consultant includes the full spectrum of HR technical expertise, including C-level recruitment, compensation studies (design, market and executive pay studies, sales compensation plans), training & teaching, interim assignments as a HR Director for organizations, and employee relations, including workplace investigations and written responses to formal complaints. For more HR tips and to receive my FREE "The Top 5 Secrets to Building a Better Organization that Every HR Pro Must Know" go to www.ReganHR.com.
* Job titles
* Dates of employment
* Inflated salary at prior employers
* Criminal records
* Educational degrees
* Professional licenses
* "Ghost companies" or self-owned businesses
By reading this list, you can easily see why it's so critical to always check references!! Many companies never take the time or make the effort to check applicant references. Chances are, they don't know the full story about who they're hiring! Never take the information provided in these documents by applicants at face value. And...when you do interview references, you'll be surprised what people will actually tell you (yes, even in this day and age!)
Another key reason in favor of checking references is that it gives you one more opportunity to explore an area that you might think is a possible weakness for an applicant. You can ask questions about how certain situations were handled, or ask the reference to recall a time when..... You get the picture! The information you'll receive from talking with qualified personal and/or professional references will clarify which final candidate will truly be the best hire for your company.
Before making the first phone call, be sure the applicant has completed, signed & dated the employment application authorizing you to conduct references checks. Check with your state's Chamber of Commerce website for sample employment forms such as applications. You can easily download and customize them with your company's logo for a more professional looking form to use in your recruiting process.
Page 2
Becky Regan, M.A., CCP began her own consulting practice in 1995, Regan HR, Inc. to provide human resources consulting services to businesses in California. She has been successful in growing her business through reputation and client referrals. Her work as a consultant includes the full spectrum of HR technical expertise, including C-level recruitment, compensation studies (design, market and executive pay studies, sales compensation plans), training & teaching, interim assignments as a HR Director for organizations, and employee relations, including workplace investigations and written responses to formal complaints. For more HR tips and to receive my FREE "The Top 5 Secrets to Building a Better Organization that Every HR Pro Must Know" go to www.ReganHR.com.
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