Prospective Employees Aren’t the Only Ones Who Lie on Resumes
We always tend to hear about candidates who lied on their resume to get the job they wanted.
When HR finds out post-hire, they may take disciplinary action. What we don’t usually hear is that there are some current HR employees who admit to doing the same thing.
Ironic, right?
Comparably, a company rating site conducted a workplace ethics study that revealed how “Employees in HR answered ‘yes’ to the question about lying on a resume or during an interview almost 10% more often than workers from any other department.”
This raises an ethical issue seeing that HR is the area of your business that handles hiring decisions.
If your HR team refuses to hire someone for lying on their resume when some of your staff are equally guilty of doing the same thing, you’re not establishing your business on a foundation of good ethics and honesty.
“The lesson here is if employers want trustworthy workers, they must be trustworthy organizations with trustworthy leaders,” according to HR Dive.
If you look at recent stats, there are several professions that people believe aren’t honest and ethical.
According to Statista, business executives are one of the top professions that ranked low in “terms of honesty and ethical standards,” since last year.
One of the best ways to find trustworthy leaders is by hiring the right people for your HR department. Specifically, candidates who are transparent (don’t lie on their resumes) and are honest with you from the beginning.
You can verify that a candidate’s resume reflects their actual work experience by conducting employment verifications and professional reference checks.
Building a team founded on honesty can help you establish a reputable company and a team that can help attract other honest and trustworthy employees.
When that happens, you’ll have a “trustworthy organization with trustworthy leaders,” according to HR Dive.
Disclaimer
The Orsus Group blog is provided for informational purposes only. It is not intended to be comprehensive and is not a substitute for and should not be construed as legal advice. The Orsus Group does not warrant any statements in this blog. Any statutes or laws cited herein should be read in their entirety. You should direct questions to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.