Fact-based recruiting is a necessary approach to re-establishing a playing field where honesty wins. In addition to eliminating the cheaters, it encourages a matter of fact approach to job hunting - the first step to career success.
Real-izing successful resumes
In establishing the relationship between applicants and employers, winning resumes must convince and not convict. As investigative recruiting is becoming standard practice in today's highly competitive work force, applicants should be aware that deceitful, competitive tactics might result in evidence that could disqualify their candidacy. The extreme importance of initial impressions and the negative consequences of resume fraud require job hunters to walk a fine line between selling and lying.
Applicants are advised to first approach the job game by learning the facts about the position they are applying for, and the truth about their career goals. Considering the implications of having a job that does not correspond with personal attributes or interests, candidates should determine if and why they want to be successful applicants.
Upon a positive self-evaluation, the next step for applicants is to successfully convey to employers why they would make the best candidate for the position. When composing their sales pitch, it is important to remember that a resume should not contain any false advertising.
Heather Kleim, (recruiter for the Royal Bank) stresses that an effective resume is completely honest and concise. "When applying for a specific job, they should talk directly to the advertisement and focus specifically on the required duties. If they have the skills, or some of the skills, that are requested, list them in priority order as descriptions of previous experience." It is also recommended that instead of hiding inexperience with false claims, applicants should draw attention to additional skills in such a way that employers are able to recognize their relevance to the position.
Truthfully speaking
Employment and education are the most common resume distortions and therefore, the most likely areas to be checked and crosschecked. When deciding what to say and what not to say, applicants must realize that true confessions go a lot farther than false professions.
While educational backgrounds may not always be relevant to the employer, dishonesty is, and resumes should never list credentials that applicants don't have, (even if they are only one credit short of their degree). It is the applicant's responsibility to state the facts, the employer's right to know them. And, depending on the situation, applicants can follow-up with explanations or alternative solutions to make-up for a lack of credentials. In many cases, honesty and eagerness are what inspire employers to believe in a candidate's potential.
Work experience is a different story. Considering that employers do evaluate periods of employment, applicants have the initial responsibility of determining the relevance of their short-term positions.
First and foremost, unpleasant experiences should not be hidden amongst fudged employment dates. However, modest editing may be considered according to the amount, duration and relevance of such experiences. Quitting one out of ten jobs, a position that did not work out after two weeks, or summer waitering stints may be, in some cases, acceptable omitting.
Playing for a win-win situation
In order to truly benefit, both applicants and employers are learning that fact-based recruiting is not an interrogation process - it is a unified approach to the achieving of a common goal. Rather than being motivated by fear, applicants should recognize the personal rewards of being truthful about their skills and expectations, and employers should consider positive methods of encouraging such honesty. Like any other successful business relationship, mutual trust is the first step towards an outcome that benefits all.
* Article originally published at GaltGlobalReview.com
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