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Verifying a job applicant's factual credentials.

¹Laura Sachs Consultations, 13518 Moss Glen Road, Clifton, VA 20124, USA. lsachs@gmu.edu

The Journal of Medical Practice Management : MPM

|March 5, 2002

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Many job applicants lie on applications. Verifying credentials and employment history is crucial for employers to prevent hiring issues and ensure a trustworthy workforce.

Area of Science:

Human Resources
Organizational Psychology
Hiring Practices

Background:

A significant portion of job applicants, potentially up to one-third, may falsify information on resumes, applications, or during interviews.
These misrepresentations can include unjustified claims, exaggerations, omissions, or outright lies.
Such dishonesty poses risks to organizations, impacting staff, patient safety, and resource management.

Purpose of the Study:

To identify prevalent falsehoods in job applications and common red flags on resumes.
To provide employers with practical strategies for verifying applicant information.
To offer guidance on avoiding legal pitfalls in hiring and managing employees who have been found to have lied.

Main Methods:

Analysis of common job application deceptions.

Related Experiment Videos

Identification of key indicators of resume and application inaccuracies.

Development of verification techniques for academic, employment, and award histories.

Formulation of strategies for legal compliance and employee management.

Main Results:

Common lies and red flags in job applications are identified.
Specific information to aid employer verification is suggested for applicants.
Practical advice is offered for validating academic credentials, work history, and honors.
Guidance is provided for avoiding discrimination lawsuits and managing dishonest employees.

Conclusions:

Thorough credential checking is essential for protecting organizational assets and ensuring a reliable workforce.
Proactive verification of applicant information mitigates risks associated with dishonest hiring.
Implementing sound hiring practices and having protocols for addressing applicant dishonesty are critical for organizational integrity.