Recent Hiring Gaffe in the White House Emphasizes Importance of Education and Work History Verification
As the unemployment rate continues to drop and the job market becomes increasingly competitive, it is incumbent upon employers to be ever more vigilant of resume fraud. It seems that even the highest and most sacred institutions in America are not immune to the dangers of lax pre-employment background checks and verifications: A 24-year old former Trump campaign worker was promoted to deputy chief of staff in July of last year, and stepped down from that position in January of 2018 due to “inconsistencies” in his resume. According to the Washington Post, Taylor Weyeneth lied about the dates he worked at a New York law firm, and maintained that he had earned a master’s degree from Fordham University even though the university claims that Wyeneth did not complete his coursework, among other falsifications. The fact that even the White House can be duped by unscrupulous job candidates when pre-employment education and work history verification are so easily accessible in today’s marketplace shines a harsh light on the importance of properly screening and vetting potential employees.
Resume fraud is not a new problem and it is by no means an isolated one. Every year, stories of exaggerated and even fraudulent resumes by executives at Fortune 500 companies and deans at internationally renowned universities come to light. 85% of HR professionals report discovering lies or misrepresentations on resumes during the hiring process; research suggests that more than 50% of job applicants lie on their resumes. The responsibility to properly screen and vet potential employees is paramount in protecting an organization from liability and litigation, as well as losses of internal and external credibility, especially when the position is C-Level or above as these employees often have access to sensitive information and are a higher cost to a company if fraud is committed.
The potential pitfalls of not properly vetting a new hire are numerous and severe but it is easy and relatively inexpensive to avoid these dangers. Some HR departments take on the task themselves, manually calling previous employers and schools to verify information provided by the applicant. The FTC even offers a website to help employers identify education scams. Often, hiring managers will outsource the work of verifying a candidate’s resume to a trusted background screening company, where most verifications can be done in less than 48 hours and generally cost less than an employee’s first day on the job.
For more information on background checks, education verifications, and employment verifications see the stories below: