This Weeks Top Resume Lie – Criminal History

Getting a good job with a criminal record can be nearly impossible, especially if that record contains serious crimes.

Applicants know that they are up against a lot of qualified applicants, most of whom have clean records. So, to even the playing field, many individuals with criminal records, selectively omit condemning information from their resumes and job applications in hopes that a potential employer won’t find out.

What seems like a rational lie to someone with a criminal history can end up costing your company dearly.

Consider the case of the BP Gulf oil spill cleanup supervisor who allegedly raped a coworker. Rundy Charles Robertson, 41, a temporary worker hired to work on the oil spill cleanup, was hired and allowed to supervise workers even though he has a criminal record dating back to 1991.

For now, BP is passing the buck to the Miller Environmental Group, a company they hired to supervise the cleanup. Miller Environmental is passing the buck to Aerotek, the company they hired to staff the cleanup. Aerotek claims they didn’t perform background checks because their contract will Miller Environmental didn’t require them to do so. Amazingly, several witnesses to the hiring process claimed that even individuals wearing house-arrest ankle bracelets were showing up for employment, and getting hired! These workers stopped showing up for work when, three weeks after the alleged rape, Aerotek announced they would be requiring background checks on all workers.

Clearly, someone is liable for Robertson’s crime – not just Robertson.

Although he may be the one accused of the commission of a crime, a little thing called negligent hiring may put Aerotek, Miller Environmental, and BP at risk for legal and financial responsibility for the crime. Certainly, from the victim’s point of view, all had a hand in violating her expectation of safety on the job.

Ultimately, someone will be held legally and financially responsible for not performing background checks on individuals hired to work on the BP cleanup. Sure, Robertson, if convicted, will serve time for his crime. But, neither a jail sentence for Robertson, nor reparations made by any or all of the companies involved will eliminate the fact that a woman may have been unnecessarily brutalized.

A simple background check would have uncovered Robertson’s criminal history and ensured the safety of his victim.

Employers must be doubly careful in this economy to perform thorough background checks on all employees before an offer of employment is extended.

Top Seven Resume Lies – Job Rank/Title

What’s the difference between an Administrative Assistant and a Personal Secretary? Not a lot. Because of the fine line between many job titles, job applicants may feel justified by creatively changing their past job titles to better mesh with a prospective employer’s needs. After all, they had the same job responsibilities, right?
Not exactly.

There is a big difference between tailoring a resume to reflect how one’s experience highlights the responsibilities of the anticipated position and outright lying about the duties one performed at a prior job. Hiring managers and employers need to be aware of how potential employees often fail to recognize that difference and protect their own interests when hiring.

Repercussions
Most hiring managers have come to expect a certain amount of resume embellishment. But, there’s no excuse for accepting the practice. Anyone willing to lie on their resume is not likely to perform their responsibilities in an ethical manner. Lying, fabrications, and self-interest are not traits that magically end once a job offer has been extended. Employers should never accept anyone into the company that enters the door as the result of a lie. Employees that lack integrity eventually degrade the integrity of the company.

Due Diligence
As long as resume fraud is prevalent – and it doesn’t show signs of abating – employers have to ensure that they protect their own interests by performing stringent resume checks. In addition to contacting previous employers, references, and managers, HR departments must develop a sound policy of background screening. All of these aspects combine to portray an accurate picture of each job candidate, thereby allowing hiring managers to make the most informed decision possible.

So, what’s the best advice employers can heed? Verify! Do your homework. You’ll be pleased with the results.