In the age of e-résumés and data systems that store millions upon millions of historical documents, recruiters and employers now have the ability to look longitudinally at information in résumés provided by candidates over many years and map the “content drift” of this information. This provides an entirely new way of determining a candidate’s veracity when it comes to his or her employment history.
Résumés on steroids and sins of omission: Inflating, changing, modifying or skewing facts so that they are not 100 percent accurate for the purpose of securing employment is not ethical. If anything, it causes the majority of recruiters and employers to back away from that candidate in order to find someone who presents himself or herself honestly and objectively.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
