|
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.
<< top >>
|
