Obama, Trump and Background Checks: An HR Weigh-In

By Taylor Korsak

Okay so Obama really was born in Hawaii.

Hmm…what else is there to confirm?

Well, according to Donald Trump, the next step in this ongoing background investigation for the President of The United States nearing the end of his first term involves his academic records.

CNN reports Trump’s rather insightful statement, “Word is he (Obama) wasn’t a very good student.”

Well, Mr. Trump, word on the street is (to finish the gossipy phrase) an army of ex-pats will swarm out of the country if you ever take office.

Just saying.

Trump’s comments, as the Baltimore Sun Reports, probably stem from Obama’s 1995 memoir, “Dreams of My Father,” where he wrote of his careless approach to academics during his senior year of high school.

Despite explaining in the book he had learned ‘not to care’ (due to pot, booze, and cocaine when he could afford it), Obama graduated Magna Cum Laude from Harvard Law.

In response, upon getting wind of Trump’s request for more ‘proof’ of Obama’s acceptance into Ivy League schools, Senior White House Advisor Valerie Jarrett called it “nonsense,” according to CNN.

And it sort of is a ridiculous request in our contemporary American context – there’s a plethora of more important issues at hand and aside from that, Obama is already in office and around 20 years out of college.

If anything, Obama was exaggerating the level of carelessness he professes when he attended high school.

The latest in this ignited political fiasco brings up some important issues in terms of talent acquisition.

When looking at applicants for a position in an organization, Human Resources professionals often conduct background investigations and reference checks.

A background investigation refers to the process of “verifying information supplied by applicants who are being considered for employment.” An HR professional may reach out to former employers, obtain education records, and request criminal or consumer credit reports. In addition, to ensure qualifications, a screening may include verification of social security numbers, past addresses, date of birth, drug screening, and skills and behavioral assessments.

A 2008 survey by CareerBuilder.com found 49 percent of 3,169 hiring human resources professionals surveyed experienced lying on an applicant’s resume. This explains and provides the reasoning for an increase in screening procedures.

Unfortunately, performing these background checks are becoming more challenging for hiring managers in terms of anti-discrimination laws. A 2011 prediction of trends in background screening by EmployeeScreenIQ reports the EEOC (Equal Opportunity Employment Commission) will be more closely observing hiring practices, increasing the potential for hiring lawsuits. The prediction also highlights legislation limiting the use of employee credit reports.

Creating an accurate picture of a prospective employee has become increasingly shrouded in restrictions.

The challenges are disconcerting, but the risk of hiring an applicant capable of harming an organization in any way ought to put those challenges in perspective.

In terms of academic history, an April 8 CBS article reports an N.J. teacher forged credentials to obtain a second teaching job. The fake credentials held she was licensed to teach students with disabilities when, in fact, she was only licensed to teach those without disabilities. She admitted she lied, lost two jobs and her real credentials.

Though losing your earned academic credentials may act as a deterrent to “sprucing” up your resume, misrepresentation still frequently occurs.

It’s especially important to confirm attendance at a particular university, specific degrees, and awards through checking references because the research will offer the employer insight into the KSAs (knowledge, skills, and abilities) of an applicant – the results of which will be indicative of a high or low performance employee.

So I see where you’re coming from Mr. Trump, but there’s a stark difference between rabble-rousing and legitimate inquiry.

Frankly, I don’t know why anyone would ever leave Hawaii in the first place.

Human Resources IQ is interested in your talent acquisition policies. Do certain factors in terms of type of organization or position limit the extent to which investigations are conducted? Or is there a strict standard for all applicants?

Feel free to share thoughts and opinions in the comments section below.