From ex-Radioshack CEO David Edmondson to former-FEMA director Michael Brown, fraudulent claims on resumes aren't just a nuisance of lower level job applicants; they are
appearing at the executive level, they are increasingly widespread and they ultimately become the PR department's cross to bear when the news hits the media. So, if hiring (and
firing) is in the hands of human resources, how can PR professionals have their hand in preventing dishonest - and, thus, unqualified - candidates from ever getting the job in the
first place?
- Have a close working relationship with HR managers: The HR/PR divide need not be as gaping as the separation of Church and State. Being that PR managers are communicators
by trade, they should, well, communicate with human resources about potential employees, especially if they are eligible for a high-profile position.
- On the HR side: Background checks are essential. Checking references isn't enough anymore, as they are often subjective and can misrepresent a candidate. After all, who
would include a reference on a job application if they thought that person would give them a bad review? Granted, a lack of resources can make it difficult to complete such in-
depth research. "Background checks are very labor intensive," says Frank Scanlan, media affairs manager for the Society of Human Resource Management in Alexandria, VA. "Many HR
departments outsource that responsibility."
- Keep an eye out for red flags: Large stretches of time on a resume where the candidate was unemployed, "freelancing," or "consulting." (The latter two words, while in many
cases true, can be used as alibis to conceal a gap of unemployment that a candidate doesn't want to draw attention to.)
Though lying on resumes is growing trend (experts estimate that as many as 25 percent of Americans embellish past work experience), it doesn't have to lead to crisis if
preventative measures are taken on both the PR and HR sides.
Contact:
Frank Scanlan, 703.535.6143