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Helpful HR Articles

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.

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

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!