The resumé is a cornerstone of the job application process from the entry-level to the most advanced positions. However, it is also one of the most potentially problematic elements to manage for those in charge of hiring. Because applicants write and furnish resumés to employers on their own initiative, there is a clear opportunity for individuals to embellish or include outright fabrications in their resumés. According to one study, a shocking one in three Americans surveyed reported they had lied on a resumé submitted as part of a job application.
In an edition of the New York Times advice column published in January of 2022, a reader who had engaged in such deception wrote to seek insight. Personal struggles prevented the writer from fully completing their college degree. However, when the time came to apply for jobs, this individual included the degree on their resumé anyway — and subsequently got the job. Uncertain about whether or not to reveal the truth to their employer as a now-established staff member, they sought advice on what steps to take.
For hiring managers, stories like these can be galling reminders that their work requires far more than identifying talented individuals with the right skills and the appropriate personality for the workplace culture. They must be detectives, too, sleuthing to uncover potential deceptions and lies that could create a liability for the business or impact everyone’s ability to work effectively. How can a hiring team accomplish this task without dramatically slowing down the onboarding process?
While a background check for employment is a common tool, its purpose is most often to uncover evidence of past criminal convictions. How far back do these background checks go? Most checks report seven years of history before FCRA requirements kick in, but some convictions may remain for longer. While a criminal past might be a reason to scrutinize a resumé more closely, you shouldn’t give those with a clean record an automatic pass.
For both new applicants and existing employees, there are tools you can use to learn more about the truthfulness of what they report on their resumé. For example, consider the individual from the New York Times advice column. Lies about educational accomplishments are among the most common falsehoods on resumés. With an educational verification background check, you can enlist a third-party provider’s help to contact schools and universities to verify attendance and degree completion.
Likewise, reference and employment history verifications can reveal gaps in the truth — such as an improperly reported job role or misrepresented dates of service. Handling such tasks in-house can prove too time-consuming, but services such as backgroundchecks.com make it easy to augment your onboarding with prompt, professional help. Ensure that you know the truth about those you hire and trust that the right people with the right skills make it into vacant positions.
For concerned employees thinking about their own resumé and wondering, “can I run a background check on myself?” the answer is yes. While doing so, it may be time to consider that perhaps honesty, and a rewritten resumé, would be the best policy.