Strategic HRM Essay

This essay discusses the challenges of resume verification and accuracy in strategic human resource management. It examines the increasing prevalence of falsified resumes, the impact of online recruitment on resume accuracy, and the need for alternative recruitment methods. The essay also discusses the importance of background checks and the role of references in verifying resume information.

STRATEGIC HRM

TABLE OF CONTENTS
RESUMES ARE NOT ALWAYS VERIFIED...............................................................................1
RESUMES ARE NOT ACCURATE..............................................................................................1
REFERENCES................................................................................................................................3

RESUMES ARE NOT ALWAYS VERIFIED
Resume is the key to one’s education credentials and experience. It derives one
qualification, which helps HR to analyse efficiency of person to be hired on the basis of job role.
Falsifying resumes is illegal where the person lies about his or her educational qualification for
the sake of getting job. Resumes are not always verified and therefore, can be exaggerated that
can lead to fake detailing about own qualification and experiences in order to get recruited.
Further, it can be said that pay roll department of HR are responsible for verification of
resume with the help of third party but there are numerous cases where resumes are faked by
people (Skelton and Skelton Donald 2011). The focus of management is on analysing talent and
working ability of individual on the basis of critical test regardless of individual's qualification
and experience specified in CV. Moreover, resumes are not verified and exaggerated because of
increasing online recruitment, recorded interview and cognitive assessments.
However, verification of documents comprise five steps of verification, which can be
time consuming and it is the major reason that eliminates verification steps; instead candidates
are tested on their problem solving abilities. Apparently, in accordance with federal law
background check is mandatory for employer which helps the management in make safe
recruitment (Barclay, 2017). It is done by the firm to keep a check over eligibility and person
ability to work consistently in dynamic business environment.
RESUMES ARE NOT ACCURATE
Falsifying resumes has become easy for the candidates because of advancement in
technology where individuals are recruited on the basis of recorded interview. Further, the
candidates are short-listed on the basis of qualification shared on social media websites where
employers do not have any knowledge of personality of applicants.
Faking qualification and details in CV makes difficult for the employer to shortlist
candidates on online platform because the recruiter misses out qualified and culturally fit
candidates for job roles. Linked inn is the most common website, which is used by applicants for
employment and for recruitment process, it is the most effective way to analyse accuracy of
resumes. In this, user is asked to provide references on their profile which makes verification
accessible and simple.
1

As per Guzman, 2017, it has been discussed that accessing digital channels of candidate’s
information is impacting accuracy of resume because in this procedure employers lack one to
one interaction with candidates.
Further, online recruitment has reduced the need for resumes as Loreal in China has
discarded the system of resume verification and has adopted online interview method since 2015.
Nevertheless, Resume is considered as work of fiction which are sometimes inaccurate and also
qualification are faked (Salinger, Herbert and Nickolaou, 2014). However, for verification,
candidates make use of referee who shares exaggerated information about applicants.
Hence, due to increasing inaccuracy in resumes, employers have implemented the use of
different recruitment methods where the focus of management is on connecting with socio
economic status of applicants in order to promote equal opportunity to people.
2

REFERENCES
Books and Journals
Skelton, D.H. and Skelton Donald H, 2011. Resume and cv certification process. (12/610). 721.
Salinger, J.A., Herbert, W.G. and Nickolaou, J.N., 2014. Method for preventing activation of
resume function in a cruise control system. 8,818. 678.
Online
Barclay, P., 2017. The future of work. [Online]. Available through:
<http://www.abc.net.au/radionational/programs/bigideas/the-future-of-work/8809144>
Guzman, D. M., 2017. NAB ditches the CV for thousands of jobs. [Online]. Available through:
<https://amp.afr.com/news/policy/industrial-relations/nab-ditches-the-cv-for-thousands-of-
jobs-20170823-gy23gt>.
3