employeescreenIQ finds that 56% the applicants that we screen have some type inaccuracy on their resumes. Such inaccuracies include stretching dates of employment, overstating past salary, false claims of academic credentials, etc.
Today, CareerBuilder published a great article called, "Honesty is the Best Policy in Resumes and Interviews". In it, they say that employers automatically dismiss applicants 57% of the time when a lie is revealed. I would have thought that rate would be higher. Here is some of the advice they have for job applicants:
When it comes to deception in your job search, there are certain areas that are more common to embellish than others. Here are areas job seekers fib about and why, plus ways you can get around being deceitful:
Dates of employment
Why job seekers lie: People think it's necessary to cover up or omit potentially negative employment situations like gaps between jobs or short-term employment, Mininni says.
How to spin it: Address discrepancies about dates of employment in your cover letter. Be honest about what you did during the breaks between employments and identify any relevant transferable skills you learned during that time.
"If you've only spent one month at a job, it should still be included in your employment history," Mininni says. More employers are conducting background checks and/or confirming dates of employment, so take a paragraph in your cover letter to say that you're looking for a job where you can really thrive and grow professionally -- you just haven't found it yet.
Education
Why job seekers lie: There are many lies job seekers tell about education: alleging that they attended college when they didn't; declaring a degree at a school they never went to; or claiming to have a degree at all when they really never finished college.
How to spin it: "Companies are looking for the value you bring to the organization and often have 'or equivalent' statements in their job requirements," Mininni says. "If you have the equivalent amount of experience in lieu of a degree, you will want to highlight that experience."
If you went to college but didn't finish, don't focus on the lack of a degree. Instead, outline other education you acquired through professional certifications or company-sponsored education, she suggests.
Experience, accomplishments and job titles
Why job seekers lie: People often inflate previous experience, undertakings and job titles when they apply for jobs where they aren't qualified, Mininni says. "It's interesting how many people don't know their actual titles," she says. "If you don't know, don't guess. Ask your manager."
How to spin it: "If you don't have the required experience, focus on your natural talents. Are you known as the idea generator, the communicator or the process improver? This will be important to highlight and provide examples of how you have demonstrated those natural talents and how it aided the company," Mininni says.
Salaries
Why job seekers lie: Candidates inflate their salaries in an effort increase their starting offers, Mininni says. Unfortunately, upon checking, the employer discovers the exaggeration.
How to spin it: Keep in mind the responsibilities of the position, the scope and the job market. If you've stayed at your company for 25 years and haven't received market increases, you may be behind the market. Researching what the current market pays is critical in knowing your leverage points when it comes time to talk salary.
Criminal history
Why job seekers lie: Some people lie through omission because the extent of their criminal record is a misdemeanor assault charge from high school. Others lie about more serious offenses. Perhaps they had a drug problem and got their nursing license taken away, or they were jailed for embezzlement.
How to spin it: Own up to the situation or use that experience to reinvent yourself, Mininni says. Look for jobs that don't tie in to your criminal background -- for example, if you had drug issues, don't try to work in medicine, and if you embezzled, don't work with money. Learn to use your skills in different ways and sell that to the employer.
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Article by, Nick Fishman and courtesy of EmployeescreenIQ
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