Don’t Rely on the Resume Alone

Statistics show that a significant percentage of job seekers misrepresent themselves in some way on their resumes.

by Jeffrey Moses NFIB.com

While the misrepresentation does not often result in future difficulties on the job, the possibility exists that inaccurate information may lead you to hire individuals who are incapable of performing the work for which they were hired. Take precaution when reviewing a resume and never make a decision to hire someone based solely on information contained in a resume.

Following are tips to help you identify and verify possible misrepresented information:

Overstating experience: The best way to check this is to include an on-the-job day as a final segment of the hiring process. A lack of skills quickly becomes apparent when the potential hire works closely with current employees who are expert in their work.

Falsely claiming college or other degrees: Often, the names of schools will be mentioned, but degrees and dates of attendance will be left off. To check whether an applicant received a degree, simply call or write the institution. Some institutions may not give out all requested information, but most will verify whether an individual graduated and received a degree. Also, numerous institutions exist that give MBAs and PhDs without an adequate, certified curriculum. If an MBA or PhD is needed for the job, you may want to check the credibility of these programs before you hire the job candidate.

Falsifying reasons for leaving former jobs: To verify, call former employers. It might be difficult to check this accurately because many employers are reluctant to say anything that might leave them liable — although some will indicate whether an employee is eligible for rehire with that company.

Fudging dates of employment to fill gaps in work history: This is usually easier to check because former employers are more likely to verify specific dates of employment.

During and after the hiring process, there is no substitute for requiring actual on-the-job demonstrations of ability, in the form of tests to determine skill levels, or even in the form of trial work periods that can range from several days to a month. When hiring an employee subject to a trial period, don’t get caught in a legal trap. It’s important to inform the individual both verbally and in writing about the length and what needs to be demonstrated during the trial period.

It’s normal for an employee to receive a salary during a trial, although the full salary level may not be established until after a satisfactory trial period.

Also when hiring, use all resources available to determine the true qualifications of potential hires. Ask the job candidate for a list of references and contact all of them. Also, ask about the individual among your current employees, business contacts, local civic clubs members and trade association members. The more background information you can find about a person, the more accurately you’ll be able to judge the accuracy of his or her resume.

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