It has been estimated that 30% to 80% of all resumes/applications
contain false information. References either do not have or are
reluctant to share employment information for fear of slander/libel
suit. Drug testing is easy to defeat by temporary abstinence,
polygraphs are already illegal for the private sector and psychological
tests are banned in several states with federal legislation pending.
Record checks are limited to those information needs for which records
exist - often not the case with many critical information needs.
Yet, in this age of negligent hiring/retention litigation,
greater acountability and extended post-hire training,
the need for accurate hiring information - at a reasonable cost - has
never been greater.
how to recognize the signs of verbal, vocal, and
visual behavior occurring during selection interviews as they
relate to the widespread problems of exaggeration, fabrication,
minimization, omission, and deceptive denials.
interviewing techniques that encourage accurate
information particularly when the applicant perceives that candor
could lead to disqualification.
the ability to discuss critical but sensitive topics
(dismissals, integrity, substance abuse, etc.) in ways that do not
offend or alienate candidates.
selection time and costs while improving the quality
of information necessary to make accurate hiring decisions.