From entry to executive level applicants, resumé falsifying is on the rise and so is the importance of recruitment awareness. Almost ninety percent of the personnel directors surveyed by the SHRM (Society for Human Resource Management), reported resume untruths ranging from past salaries to personal identification. While they are most often minor embellishments, there is only one truth about lying: It is not what employers want to hear.
Dishonest Measures in Desperate Times
A recent Time Inc. article revealed that candidates tend to lie more when the job market is scarce and not surprisingly, recent economic conditions has made job hunting a highly competitive game. According to surveys conducted by Edward Andler's Certified Reference Checking Company in St. Louis, more than one third of applicant's lie on their resumés and many get away with it. The Internet also contributes to this epidemic. It has evolved into a limitless source of information that now everyone can become just about, anyone.
Clueing In and Checking Out
The most common resume distortion involves education. False scholastic claims include everything from areas of concentration to academic standing to fraudulent degrees. Other typical resume falsehoods include stretched employment dates, inflated salaries, embellished job titles and duties, omitted criminal convictions and bad credit history.
Intuition is perhaps our best tool for detecting dishonesty, but external evidence is the only way to prove it. While education credentials can be verified with a simple phone call to the school, work-related investigations require a little (and sometimes a lot), more sleuthing.
Joanne Campbell, (Human Resource Manager for HR Solutions in Vancouver), explains that external indicators usually start with gaps and overlaps in work experience and/or unrealistic and vague qualifications. The lack or misuse of industry specific terminology may indicate a lack of credibility and employers should watch for cleverly misleading words that, for example, make a company's only sales representative their "top" seller.
Investigative Recruiting
Questionable resumes usually come with plausible explanations that could very well be fact or fiction. To distinguish the potential candidates from the creative writers and con artists, professional recruiters follow a three-step process of detailed application forms, strategic interviews and thorough reference checks. In addition, completed and signed application forms provide employers with legal authorization to verify the applicant's work, credit and, in some cases, criminal history.
The depth of investigation required both before and during the interview is largely determined by the position the candidate is applying for. Ideally, candidates should undergo a series of interviews that assess their behavior, attitude, relevant job skills and general potential for the company.
Deborah Kitson (Director and Principal Consultant for Galt Global Recruiting) explains that responses accompanied by defensive body language (such as folded arms and avoiding eye contact) are signals for further questioning and verification with previous employers. Heather Kleim, (Recruiter for the Royal Bank), adds to Kitson's advice. "Previous work experience can best be determined by asking candidates to walk you through a day at work. Ask them to explain the step-by-step procedures and exact paperwork involved in their duties. Take notes and let them know that you will be following up with their work references."
Kitson also strongly recommends "verifying the verifier", by confirming the references are direct supervisors or managers, and by monitoring their use of subjective/objective language to gauge the accuracy of their assessments.
In his book, The Only Complete Reference Checking Handbook, Andler explains how to prepare appropriate work-related questions, and advises interviewer to maintain a professional and friendly approach throughout the interview as it will aid in uncovering the evidence necessary to make an informed decision.
The Facts
Although stiff competition and widespread technology may be a "sign of the times" resumé falsifying is still a sign of a potentially dishonest employee. Taking the time to verify information provided on a resumé is not always convenient, but by not checking the facts, a company's ability to function can be seriously impacted. It is important for employers to remember that it is their right and their responsibility, to ensure only those who will bring added value to the team are hired. And that's a fact.
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* Article originally published at GaltGlobalReview.com
Copyright - Galt Western Personnel Ltd
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