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Read our current newsletter as well as past newsletters we've published for interesting and helpful articles to share.
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Get the latest on legislation passed for the current year as well as what's occurred over the past few years plus helpful articles and hints on Safety and OSHA matters.
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Upcoming Training

HR to Go hosts a series of training seminars in 2016 to bring you the knowledge and skills you need to manage your employees effectively. Courses are offered to a limited number of participants. Seating is limited so register today!

Click here for a list of upcoming training seminars.

Location: Midtown
1730 I Street, Suite 240
Sacramento, CA 95811
Time: 9:00am - 10:30am
Continental breakfast will be served.

To reserve your spot call 916.444.6200 or email us at info@hrtogo.com.

How Can Managers Catch Résumé Fraud?

resume-fraudManagers should review résumés with a skeptical eye, verify credentials, and ask the candidate specific, detailed questions about claims.

Inflated Credentials Surface in Executive Suite

Some fudges: A candidate may list a university he/she attended, but from which he/she never earned a degree. Or, a job-seeker may say he/she served as CEO of a company and worked there four years, but that doesn’t necessarily mean he/she was CEO for all four years.

When managers ask candidates about claims on their résumés, they should look for suspicious behavior. Red flags include: Broad, vague answers to specific questions. Other times, job-seekers refuse to say to whom they reported, or who reported to them, citing “confidentiality.”

Other ways to avoid being duped:

• Confirm the circumstances of every change in employment – whether voluntary or involuntary – with a candidate’s previous employers. And when considering managers and executives who are exiting a battered or liquidated firm, especially in the financial services industry, employers should try to understand the role the candidate played in the firm’s fate.

• Ask the candidate for exact dates – to the day or month – of prior employment, and ask him to explain any gaps. There can be that embarrassing two-month job in between, or those 90 days in jail.

• Don’t call only the references provided by a candidate. Seek additional references, such as former colleagues, supervisors or direct reports.

• Run a Web search. Anybody who doesn’t Google that employee creatively is making a mistake. If anything turned up by a search – a title or date of employment, for example – doesn’t match a candidate’s résumé, “keep digging.”

For assistance with background checks, screening resumes and recruiting, contact us now!