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...lying varies, but the purpose to draw attention to the resume and ultimately, the individual (Edwards, 1998). Another reason people lie, falsify, or omit information is they know they will not get caught because "many companies don't have even the most basic controls in place to ensure a sound employment selection process" (Stamler, 1997, p. 67; Koehn, 1999). "The applicants assume that the human-resource people have neither the time nor the incentive to do a thorough background check" (p. 30A).
Background
This research explored the types of lies applicants tell, who lies, and how businesses attempt to combat the lies. Studies vary as to how many resumes contain some type of lie. A study conducted in 1985 by a Congressional Committee concluded that 30 million people have lied on their resumes and obtained a position in a firm (Dunn, 1995). A Robert Half and Accountemps survey reported that "almost onethird of companies surveyed felt that at least half of the candidates they saw were being economical with the truth in their [curriculum vitas], either leaving out detrimental facts, exaggerating, or lying outright" ("Lies, damned lies," 1996, p. 6). In line with these findings, Welch (1999) stated that "67% of 18-to-25-year-olds and half of 56-to-65-year-olds admit to telling lies on their [curriculum vitas] to appear better qualified than they actually are" (p. R4). These numbers seem to be consistent with on-line surveys and this study's survey of companies. However, other findings range between 25% and 33% (Cole-Golomoski, 1998; Edwards, 1998; "License to work," 2000). Nevertheless, even using the lowest statistic of 25% means that one in every four resumes contains some type of lie.
What is a "Lie?"
First, we need to define a "lie" and find what are some of the more common lies. Of course, a lie constitutes not telling the whole truth. However, if some applicants try to stretch the truth, is this a lie? Koehn (1999) contends that any misrepresentation, inflation, or falsification represents a lie. Misrepresentations can be fudging on dates of employment, skill level, grade point average, degrees, or credentials. Overstating your computer knowledge, rounding your grade point average, or stating that you are proficient at a skill when you are only barely competent is called inflation. Bogus credentials, degrees, or certifications are classified as falsifications. Interviewers should always check for these. Bachler (1995b) further stated that omissions, in some cases, constitute a lie. This may include leaving off summer jobs, colleges the person attended but did not obtain a degree from, or jobs held.
* Education
One of the most common things people lie about would seem to be the easiest to check, educational qualifications (Fairchild, 1995; "License to work," 2000; Research Associates, 2000). Koehn (1999) found that one-third of all executives "lie about past degrees, jobs, and responsibilities" (p. 30). Gaylynn Lankford, president of the Jacksonville, Florida, firm HR Connection, believes educational qualifications are the least checked component of a candidate's resume or application (Edwards, 1998). Therefore, Gina McCullough, supervisor of HR for Fermenta Animal Health in Kansas City, Missouri, declared, "the best thing you can do is to check for the transcript or require transcript submissions with applications before you make your offer of employment" (Laabs, 1994, p. 118). Also, candidates can overstate their "true GPA" with the help of a University "Forgiveness Policy." A Forgiveness Policy is incorporated when a college counts only the highest grade earned in...
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