A fishing story
Detecting dishonesty in an unusual way

The Upper Peninsula of Michigan is known for its beautiful and plentiful fishing holes.  One delightful summer day a group
of doctors from Detroit were fishing at one of these tranquil vistas.   The peacefulness was suddenly broken by a young
couple at a campsite nearby.  The doctors rushed to the aid of the woman who was near the end of her labor.  Soon the
screams of childbirth were replaced by the newborn baby's cry.

One of the doctors checked his watch to record the time of birth while another fetched the scale they used to weigh the
fish they caught.  To their amazement the baby weighed 27 lbs. 7 oz.
Just as people embellished fishing stories applicants embellish their work history.  Various surveys have
gauged this embellishment to be present on 52 percent to 89 percent of all applications.

Regardless of the actual percentage, one thing is certain: reference checks will not reveal where the
exaggeration has taken place.  This is primarily due to a fear held by employers and human resource
professionals concerning bad recommendations.  

Two reasons a former employer won't “rat”

Their fear is well-founded.  There are two primary reasons former employers will not “rat” out a lying
applicant to the new company.

  1. Legal. A bad recommendation can end up in the courts regardless of whether or not the
    recommendation was merited.  This becomes a long and expensive legal battle that distracts the former
    employer’s human resources department, legal counsel, and the employee's former supervisor from
    focusing on core competencies.
  2. Expense. Even without a legal battle the bad recommendation could delay the employee from landing
    a new job; which in many states will result in higher unemployment payments for the former employer.

Some feel integrity will trump these two reasons as human resource professionals have a strong network.
However the requirements of, and loyalty to, their current employer overrides any networking bonds.

Prevention
Although an experienced interviewer may feel they can identify the candor of an applicant the reality is quite
different.  Only statistically verified assessments are able to evaluate the frankness of an applicant.  One such
assessment, Step One Survey from Profiles International, can measure integrity, propensity for substance or
Internet abuse, reliability, and work ethic.  More importantly it is able to identify candor.

Evaluations approved by the federal government and an association of assessment publishers show this
particular survey data accuracy exceeding 97 percent.  With the cost of $12 to $25 these assessments are
highly successful in reducing the number of bad hires.

Summary

When you fill your next opening will you be caught by a fishing story?  Make sure you're using a scale that is
reliable and accurate.  Peter Drucker has said, “Chances are good up to 66 percent of their companies hiring
decisions will prove to be mistakes within the first 12 months”.  Can you afford that in today's economy?
About Max Impact
Max Impact is a strategy and leadership development company based in Rochester Hills, Michigan.  Products and
services connect teams to a shared vision of success in a troubled or rebounding economy.

For information about Max Impact, visit www.getmaximpact.com, call 248-802-6138, or write
info@getmaximpact.com.  
©2009 Max Impact Corporation
Rochester Hills, Michigan, USA
www.getmaximact.com.