Lying on resumés common: Survey

More than one-third of workers know someone who was dishonest
|hrreporter.com|Last Updated: 08/23/2017
Recruitment, background screening
Forty per cent of senior managers suspect candidates often stretch the truth on resumés, and 35 per cent said their company has removed an applicant from consideration for a position after discovering she lied. Shutterstock

More than one-third of Canadian workers (37 per cent) know someone who included false information on a resumé, according to a survey of more than 400 workers and 300 senior managers by staffing firm OfficeTeam.

Job experience (66 per cent) and duties (57 per cent) were cited as the areas that are most frequently embellished, along with education (41 per cent) and employment dates (24 per cent).

Forty per cent of senior managers suspect candidates often stretch the truth on resumés, and 35 per cent said their company has removed an applicant from consideration for a position after discovering she lied.

OfficeTeam, a Robert Half company, identified five signs a job seeker may be lying — and offered tips for confirming details:

1.

Skills have vague descriptions.Using ambiguous phrases like "familiar with" or "involved in" could mean the candidate is trying to cover up a lack of direct experience. To assess a worker's abilities, conduct skills testing orhire the person on a temporary basisbefore making a full-time offer.

2.

There are questionable or missing dates.Having large gaps between positions or listing stints by year without months can be red flags. Inquire about the applicant's employment history during initial discussions and ask references to validate timelines.

3.

You get negative cues during the interview.A lack of eye contact or constant fidgeting may suggest dishonesty, but don't eliminate a promising candidate by making a judgment based solely onbody language. Consider the individual's responses to your questions and feedback from other staff members who met him or her.

4.

References offer conflicting details.Ask initial contacts about additional people you can speak to about the prospective hire. Also, check if there are connections in your network who can provide insight about the candidate.

5.

Online information doesn't match.Don't always take what you find on the internet at face value. There may be multiple professionals with the same name or legal issues with how the information can be used. Verify facts during the interview and reference check processes.

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