Job applicants aren’t always honest on their résumés. As such, it’s critical that you uncover bogus résumé claims.  If you don’t investigate suspicious claims, you might end up hiring an unqualified and unethical employee — which could lead to financial, productivity and legal liability issues. The résumé fibber might also be more likely to commit occupational fraud.

But how to uncover bogus résumé claims?  Here are the three most common résumé falsifications.

(1) Deceptive dates

Whether to gloss over a termination, a period of job hopping or time spent out of the workforce, some job seekers “adjust” dates to make their employment history seem more consistent. Look closely at résumés that state employment dates in years, not months. Say an applicant claims she worked at her last job between 2017 and 2018. Her tenure may only have lasted two months — December 2017 until January 2018 — instead of the implied two years.

Confirm an applicant’s precise employment dates with all previous employers. Also make sure that candidates complete your entire job application, informing them that, although a résumé isn’t a legal document, a job application is. Lying on it is cause for immediate dismissal.

(2) Fake degrees and shifting majors

Workers applying for a position that requires a specific degree are more likely to lie about their education than other applicants are. If a résumé lists an unfamiliar school, or coursework and years but no degree, dig deeper. A school you’ve never heard of could be a diploma mill. A résumé that simply lists Chemistry, State College, 2002, may indicate that the job seeker completed classes in that subject but didn’t actually receive a degree.

Always check applicants’ educational claims by contacting the degree-granting institution. If you’re suspicious of a school, verify its accreditation with the U.S. Department of Education.

(3) Embellished titles, skills and accomplishments

Everyone tries to look their best on a résumé. Some, however, embellish their experience, titles, skill proficiencies or grade point averages with outright lies. There’s no such thing as a perfect job candidate: You may want to flag any résumé that exactly matches all of a position’s qualifications.

You should contact all personal references and speak with previous supervisors or HR staffers, not peers, to confirm titles and job responsibilities. To elicit the best information, ask open-ended questions, followed by more probing, detailed ones. But be aware that some past employers will give only limited information, such as dates of employment.

Time and money well spent

If you’re quickly checking résumés and conducting interviews, you’re less likely to separate the candidates with real potential from those sporting fake credentials. If time is scarce, outsource this process. It’s money well spent if you can save your company from public embarrassment, legal woes or financial losses due to fraud.

(This is Blog Post #558)