HR professionals are well aware that many résumés and applications are full of exaggerations or flat-out lies. But while you review those documents with a healthy dose of skepticism, your newest front-line hiring managers may not.
To sniff out more applicant liars, teach your hiring managers to take a guarded view toward all résumés and applications. Ask supervisors to think of each résumé as a car advertisement: The candidate is trying to sell something, so you need to adopt a "buyer beware" attitude.
Here are six ways you and your managers can identify dishonesty, according to John McLachlan, attorney with the Oakland office of employment law firm Fisher & Phillips:
1. Require every applicant to fill out an application. Apply this policy from janitor to CEO. At a minimum, your application should include: an employment-at-will statement; language informing applicants that omissions or falsifications are cause for terminatio...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 'Keep this private' may be unlawful request during internal investigations
- OSHA Compliance: Fly Under the Radar of Beefed-Up Inspections
- No class action in lawsuit against trucking company
- FMLA: State workers can sue for FMLA violations, too.