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As college seniors hurtle into the job hunt, little lies on the resume—for example, claiming a degree when they're three credits shy of graduation—seem harmless enough. So new grads ought to read this memo now: those 20-year-old falsehoods on cream-colored, 32-lb. premium paper have ruined so many high-profile executives that you wonder who in the business world hasn't got the message. A resume listing two fabricated degrees led to the resignation of David Edmondson, CEO of RadioShack, in February. Untruthful resume have also hindered the careers of executives at the U.S. Olympic Committee. The headlines haven't dented job seekers' desire to dissemble even as employers have grown increasingly able to detect deception. InfoLink Screening Services, a background-checking company, estimates that 14% of job applicants in the U.S. lie about their education on their resumes. Employees who lie to get in the door can cause untold damage on a business, experts say, from staining the reputation and credibility of a firm to upending co-workers and projects to igniting shareholder wrath—and that's if the lie is found out. Even when it isn't, the falsified resume can indicate a deeply rooted inclination toward unethical behavior. "There's a lot of evidence that those who cheat on job applications also cheat in school and in life," says Richard Griffith, director of the industrial and organizational psychology program at the Florida Institute of Technology. "If someone says they have a degree and they don't, I'd have little faith that person would tell the truth when it came to financial statements and so on." Employers' fears have sparked a boom in the background-screening industry. But guarding the henhouse does little good if the fox is already nestled inside. To unmask the deceivers among them, some employers are conducting checks upon promotion. Verified Person markets its ability to provide ongoing employee screening through automated criminal checks. With this increased alertness comes a thorny new dilemma; figuring out whether every he is really a fireable offense. Many bosses feel that a worker's track record on the job speaks more strongly than a stretched resume, says John Challenger of the outplacement firm Challenger, Gray & Christmas. Rather than booting talented workers, Challenger suggests, employers should offer a pardon period "A moratorium would let anyone who needs to come clean," he says. And the culprit could always go back to school and finish that degree—maybe even on company time.
单选题11.By citing the examples of David Edmondson, the author intends to show that______.