From the Employment Screening Resources mailbox:  We had an applicant for a job that did not demand a degree.  But, the applicant listed a degree but it turns out he in fact never graduated and never earned the degree.  Can we consider that even though the job did not demand a diploma? 

Pledge:  Generally speaking, if an applicant in dishonest in the hiring process, there is prove to suggest that person may well be dishonest once in the job.  The dishonesty can be either making a   notes omission or a notes misstatement of  fact.  Dishonesty is typically a valid reason not to hire. The applicant place down a fake qualification on the application for the employer to consider, and the employer may well pocket that as act of dishonestly.   The applicant can hardly complain that they are the subject of discrimination., in view of the fact that dishonest people are not a protected class.  

In addition, even though a degree was not required, the  applicant obviously listed the degree to gain an advantage in the hiring process. 

 But, in this situation, the applicant was dishonest about something that was not a condition of the job.  Although an employer may well still be on solid ground in not hiring someone  that was dishonest, going forward, a employer may consider two changes to their application to ensure there is no gray vicinity when it comes to being honest in the employment application.  

First, an employer should consider including the following language on the employment application where questions about culture is questioned:   

“Please list all degrees or educational accomplishments that you wish to be considered by the employer in the employment choice.”

This statement has the advantage of putting the burden on the applicant to determine if they want to report a degree or educational accomplishment. The applicant is on see that any degree they report can be used by the employer for the employment choice. If the applicant chooses to report a worthless degree, or a degree not earned, they can hardly complain if an employer uses that to deny employment, even if the degree was not a condition of the job. 

Secondly, an employer may consider adding the following type of language to their  application if not already there: 

 “The in rank provided by the applicant is right and right, and that any misstatements or omission of notes proof in the application or the hiring process may result in discontinuing of the hiring process or termination of employment, no matter when learned.” 

This language in general protects an employer if an applicant is dishonest, even if the in rank comes to light after the person is hired. 

Regularly times, the key to a successful hire is a well written employment application.  For extra in rank on this  and other topics, see: The Safe Hiring Manaul.

Another impact of the recession is the likelihood of applicant fraud.  Fraudulent educational claims, or worthless diplomas from degree mills, are already familiar problem for employers, recruiters and HR professionals.  But, resume fraud took on an extra urgency in 2009 with the advent of air force that would really make fake employment references from fake companies.  The service apparently even included a phone number that an employer could call in order to reach a service that in fact would verify the fake employment.  Although statistic are not yet available, anecdotally it appears that some job applicants have been willing to resort to these extreme and dishonest measures to gain an advantage in the job market. 

In the long run, worthless diplomas bought over the internet or scams to make manufactured past employment will probably be unsuccessful for the most part, provided that employers exercise some due diligence.  For fake culture, a competent background firm will typically verify first if a school is legitimate.  If the school does not appear on accepted lists of accredited institution, then a screening firm can review lists of known diploma mills and scams.  Screening firms will also verify if the official approval agency is for real, in view of the fact that fake schools have resorted to making fake official approval agencies.  

In addition, pulling of a fake job reference is being paid much extra hard.    A excellent background firm will not simply call the name and number provided by the applicant.  Professional screeners will typically independently establish if the past employer even existed, and locate a phone number independently of whatever number an applicant puts on their resume.   Employment Screening Resources, for example, goes through an wide course of action to verify that all past employer is legitimate and does not accept the applicant provided phone number.  

The bottom-line for employers in 2010 is taking extra caution to ensure you are hiring bona fide employees. 

(Employment Screening Resources (ESR), a leading national online employment screening background firm, is releasing the  ESR “Third Annual Top Ten Trends in the Pre-Employment Background Screening Industry” for 2010.   This is the Ninth of the ten trends ESR will be tracking in 2010.)