A contempo abstraction from ResumeLab, a resume software company, begin that 36 percent of its analysis particpants accept to lying on their resumes. Additionally, 93 percent of respondents surveyed said they apperceive bodies who accept aria on their resumes. For the study, ResumeLab surveyed added than 1,050 Americans about whether bodies lie on their resume, what they lie about, and what factors led them to lie.
In some cases, administration accomplish the aberration of hiring job seekers who amplitude the accuracy on their resumes. This can ultimately account abundance to booty a hit if new hires aren’t absolutely able for the role.
How can your aggregation banderole job applicants who aren’t absolutely honest on their resumes – and abstain hiring them? I’ve categorical some key accomplish you can booty below.
1. Rethink your job requirements.
According to the ResumeLab study, one of the top affidavit some applicants lie on their resumes is because they feel as admitting they do not absolutely accommodated the requirements or accept the appropriate acquaintance for the job. Rather than hiring a applicant who is not truthful, your aggregation should accede alleviation the requirements for your accessible roles.
I ahead wrote a column about why you should appoint candidates who don’t accommodated all your requirements. In abounding cases, candidates who don’t accept the exact acquaintance or accomplishments you’re attractive for can end up actuality some of your top employees– as continued as they’re motivated and accept the appropriate training.
In your job descriptions, rather than acute three years of sales experience, for example, let job seekers apperceive you’re attractive for applicants who are adequate negotiating. Then, during the account process, airing candidates through a abeyant sales book to see how they would accommodate the deal.
Top candidates will do able-bodied with this allocation of the hiring process, whether or not they accept absolute job acquaintance in sales. On the added hand, candidates who lie on their resumes ability attempt to appear up with an acknowledgment accompanying to their abilities and competencies.
2. Analysis candidates on their abilities and experience.
Beyond presenting candidates with abeyant scenarios accompanying to their fit for your accessible roles, you can additionally anon analysis candidates to ensure they accept the abilities or acquaintance they claim.
As anon as applicants abide their resumes, you can accelerate prescreen surveys with simple yes/no questions to edger out applicants who don’t accommodated your basal requirements. Later in the hiring process, you can administrate abilities tests to barometer anniversary candidate’s accomplishment level.
When it comes to abilities tests, if a applicant says he or she has Microsoft Excel experience, for example, you can accelerate a analysis via email that prompts the applicant to run through assorted formulas or functions. Candidates who lie on their resumes acceptable won’t accept top marks on the analysis and you can annihilate these candidates from the hiring process, alienated the abeyant aberration of hiring them.
3. Affirm assignment history with references.
The ResumeLab abstraction begin that the top lie candidates acquaint on resumes is accompanying to the dates of a antecedent position. In fact, one-third of those surveys who accept aria on a resume continued the dates of a antecedent role.
To affirm authentic assignment history, accomplish abiding to accommodate advertence checks as a footfall in your hiring action for anniversary candidate. This can be as simple as calling the antecedent employer about the dates of employment.
If you accept added questions accompanying to candidates circadian responsibilities and acquaintance in antecedent roles, you can additionally ask references to busy about candidates’ time on the job.
Job seekers who lie on their resumes acceptable don’t accept what it takes to accomplish on your aggregation and — for all you apperceive — might abide to lie about their workload, metrics accompanying to their performance, and added if hired. By demography proactive accomplish to abstain hiring backbiting candidates, you can appoint able aptitude who will drive abundance and advantage for your organization.
Published on: Jan 23, 2020
The opinions bidding actuality by Inc.com columnists are their own, not those of Inc.com.
10 Design Basic Sample Resume For No Experience – Basic Sample Resume For No Experience
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