Resumes & References - Truth or Consequences
By Doris Lowell
As competition for jobs heats up, more applicants may try to gain an unfair advantage. Job seekers frequently 'stretch the truth' on their resumes. Some studies estimate that as many as one-third of all job seekers provide false or exaggerated information on their resumes, ranging from innocent omissions to blatant lies. Other studies estimate that false information on resumes occurs much more often.
Some
of the common resume misrepresentations include:
- Stretching dates to cover employment gaps
- Enhancing job titles/authority/salary
- Embellishing job duties and achievements
- Inventing past employers
- Listing non existent degrees or certifications
A carefully planned interview may uncover resume truth. However, a
thorough reference check could always be used to confirm accuracy. Now that option is in doubt
with the appearance of a new online reference service that adds a new dimension
of deceit to the job application process. CareerExcuse.com actually offers job seekers the following
resume and reference checking services:
The following is a direct excerpt from the CareerExcuse.com site:
"You Choose Your Career History!
You Pick Your Start and End Date!
You Choose your Salary!
We Provide a Real Company Just for You!
We Provide a Real Address For That Company!
We Provide a Real Website For That Company!
We Provide a Real "800" Phone Number!
We Will Have our Operators Standing By!
We Will E-mail you Every Time Someone Calls!"
We
will not address the legal ramifications of this type of service because it is
not any employers your intent to go out and find people who are being
deceitful. You just want to find a qualified and suitable employee.
So
what can employers do to minimize costly mishires? Consider implementing the
following employee selection strategies:
- Read the entire resume
– check the dates – clarify concerns by asking appropriate questions.
- Check credentials – Request
to see the certificates
- Interview the
candidate using Behaviour Description Questions
- Use assessments that
include an 'honesty' check such as the Prevue
- Use job description benchmarks to help determine the right fit
- Conduct a second
interview to dig deeper into areas of potential concern
- Ask the candidate to participate
in a mock work requirement simulation or test them for proficiency in
required skills
- Conduct at least three
reference checks or have a third party do so
- Ask the candidate to
certify that the information they submit is true and correct
- Ensure that you have
at least two interviewers
Following the steps
above will increase the probability of hiring right the first time. Select and hire with confidence based on best
fit, not gut feelings, over inflated resumes and 'slick' interviewees.
Remember you don't have
to do this alone. Our specialists can provide you with the selection and
assessment services you require.
If you don't have the time or expertise to conduct a due diligence recruitment and selection process, invest in the professional services of a qualified third party – there is too much at stake not to hire right the first time.
