The threat of job seekers’ employing dishonest practices in order to make themselves more attractive to any person hiring is a real one, and the possibility of this increases when one recruits workers via the internet. The likelihood is even more distressing to the employer in light of the fact that employees who have been found to lie during the hiring process (especially as it regards prior criminal convictions) are able to make claims concerning discrimination should they be subsequently dismissed (Ogletree & Deakins, 2008). It is a known fact that many persons make false claims on their resumes and curriculum vitae that cause these documents to represent them in a more favorable light (McIntosh, 2008). Added to this is the fact that the internet provides a shield between an employer and any candidate for a position that is similar to the anonymity that exists between the employer and job candidate before the interviewing process begins. The difficulty in ascertaining the truth of claims made by applicants is more pronounced when dealing with a candidate for hire via the internet because, while the medium provides faster communication than previous non-face to face methods, it also presents these added challenges.

The internet provides the capacity to communicate with a candidate further on a topic in order to establish his or her mastery of an area claimed by a resume or CV. Today’s technology allows for interview-like scenarios, in which a potential employer and employee may get together in real time via instant messaging programs. They may even be able to approximate a real interview by utilizing voice and webcam technology during the meeting. Yet, the fact that all of these must take place behind the mask of the computer complicates the issue in a way that makes dishonesty much more possible (Rowe, 2004). This is because the very computer and internet connection being used to facilitate the online interview also provides a wealth of information at the fingertips of the potential employee which allows him or her to cheat (or Google) his/her way out of difficult questions (2004). The anonymity, cover, and ease of accessing information via the internet makes it difficult for an employer to trust the integrity of those hired using that medium.

References

McIntosh, A. (2008). “Credit crunch leads to greater dishonesty on CV’s.” PRLog, Retrieved on             October 25, 2008 from http://www.prlog.org/10096134-credit-crunch-leads-to-greater-  dishonesty-on-cvs.html

Ogletree & Deakins. (2008). “New Jersey – Dishonesty in job application may limit, but does not          bar, NJLAD claim.” New Jersey eAuthority. Retrieved on October 25, 2008 from             http://www.ogletreedeakins.com/publications/index.cfm?Fuseaction=PubDetail&publicat            ionid=371

Rowe, N. C. (2004). “Cheating in online student assessment: beyond plagiarism.” Online           Journal of Distance Learning Administration. 7(2). Retrieved on October 25, 2008 from             http://www.westga.edu/~distance/ojdla/summer72/rowe72.html