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SURVEY
REVEALS APPLICANTS STRAY FROM TRUTH
A recent SHRM survey shows that over half of job applicants misrepresent their
credentials and outlines the main areas in which they are most likely to fudge. These
survey results make a strong case for reference checking.
The results of the 1998 Society for Human Resource Management (SHRM) Reference Checking
Survey show that many applicants provide false information about a variety of topics that
employers typically verify before hiring. This widespread misrepresentation about
easy-to-verify facts suggests that many applicants are willing to take the risk that the
information they provide will not be confirmed. The survey, measuring the responses of 854
SHRM members, indicates that all employers should verify employment information to uncover
both discrepancies and out-and-out lies.
Length of Employment Most Frequently Misstated
According to the survey, a whopping 98% of the respondents regularly verify dates of
employment. In spite of this fact, the survey also shows that 53% of HR professionals that
use reference checks regularly or sometimes find that applicants falsify their length of
employment. Next on the list of most-often falsified information were past salaries (51%),
criminal records (45%), former job titles (44%), and former employers (35%). (See table
below.)
Information Provided by Applicants
Type of Information (% of Reference Checks Revealing False Info)
Length of Employment (53%)
Past Salaries (51%)
Criminal Records (45%)
Former Job Titles (44%)
Former Employers (35%)
Driving Records (33%)
Degrees (30%)
Credit (24%)
Schools Attended (22%)
Social Security Number (14%)
Former Employers Appear Tight-Lipped
The survey also compiled information about the types of information employers provide
about former employees. Of the employers who provide reference information, less than half
will state whether a person is eligible for re-hire (42%). The table below shows the
percent of employers willing to give various kinds of reference information.
Reference Information Provided by Employers
Type of Information (% of Employers Who Regularly Provide Info)
Dates of Employment (98%)
Eligibility for Re-hire (42%)
Salary History (41%)
Reason for Leaving (19%)
Job Qualification (18%)
Employability (16%)
Work Habits (13%)
People Skills (11%)
Violent/Bizarre Behavior (8%)
Personality Trait (7%)
Thorough Reference Checks Hard to Perform
Interestingly, the survey also demonstrates that between 80 to 90% of the respondents said
they regularly conduct reference checks for professional, executive, administrative, and
technical positions. However, less than half of these respondents also would provide
information on former employees beyond verifying dates of employment. One possible
explanation for this discrepancy is that many employers are concerned about potential
defamation claims from former employees. In spite of this unwillingness to share
information, every employer should conduct reference checks to ensure they are getting
good employees and to protect against negligent hiring claims. For help on obtaining more
information from reference checks, see "Risky Business, Part 2: A Primer on Reference
Checking" in the November 1998 issue of HR Matters. A companion article, "Risky
Business: A Guide to Providing References," from the October 1998 issue can guide you
through the legal obstacles of providing helpful information while minimizing your risk of
defamation claims.
The 1998 SHRM Reference Checking Survey is available to members for $39.95 and
nonmembers for $49.95 by calling 1-800-444-5006. For additional information on background
investigations, see Hiring, Chapter 202, page 202:10, note 9 and page 202:23, note 19;
"Risky Business, Part 2: A Primer on Reference Checking," HR Matters,
Nov. 1998; "Risky Business: A Guide to Providing References," HR Matters,
Oct. 1998; or call 1-800-437-3735.
This article is not intended as legal advice. Readers are encouraged to seek
appropriate legal or other professional advice.
For more articles please click here.
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