It's not that the company thinks you're lying about what you say in the interview. It's that the company thinks you could be lying about who you are. Or aren't really saying.

You can't blame them--especially these days. Background checks have become more aggressive since 2001 because companies want to know who they're hiring for security and safety reasons and because mistakes can be costly. It's expensive to bring you on board, train and give you what you need to do your job. Not to mention the liability.

Employers can be liable for theft, sexual assault, robbery and wrongful death because of an employee's misconduct, says Edward Andler author The Complete Reference Checking Handbook (Amacom.)

He tells employers to assume that possibly one-third of the people working for them got their jobs by creatively presenting their backgrounds and capabilities through out-and-out deception or exaggeration.

This is an even bigger problem in tight job markets like we're in now. "Many job seekers believe that they must 'fluff up' the information on their resumes" to be considered or be competitive, he says.

They do it, he says, to appear more competent and valuable. For example, about one out of ten applications claim bogus degrees, in part because a college degree greatly increases your earning power. Sales people are the worst offenders, with about one out of eight saying they have a degree they haven't earned.

Some people misrepresent themselves, declaring they attended schools they never went to or took course work they never completed.

Job hunters also lie to avoid discussing something that will lower their standing in the interviewer's mind, says Andler. For instance, if you weren't working for a stretch because you were ill, incarcerated, in drug rehabilitation or just took time off, you might extend the dates you were actually employed.

All of this is a no-no and employers have ways to find out. They can do background investigations through information available in public records. It's fairly easy to confirm whether you're a licensed CPA, attorney, teacher or health-care professional through professional associations-which may also share if you're in good standing or whether there are violations or complaints filed, says the author.

If done by the book, companies can check your financial status and credit standing-but this should only be done when there's a clear business necessity.

According to Andler, many job candidates overstate their compensation. Dozens of job hunters have told me they believe doing that helps to get more money in their next job. I think it's a bad idea. Besides, many companies are getting tougher on this.

He says they're beginning to check applicants' pay history, even demanding W-2 income forms. I'm not sure how they can "demand" that if you simply refuse-which I would. What you were paid at your last job is not relevant as to whether you're the right person for the next job. Don't talk about it. But if you feel absolutely compelled to, don't lie. Give ranges.

Just as you want to know about the company you're potentially getting involved with, the company wants to know about you. They're being encouraged to dig deeper-- and are. Many states now have laws that protect employers when giving out information about a past employee, says Andler.

So don't misrepresent yourself. At the same time, make sure they aren't out of bounds with questions about age, disabilities not related to your ability to do the job, religious holidays, family and marital status, national origin or race or religion. Some things are still none of their business.

© by Andrea Kay