EMPLOYERS BEWARE OF RESUME FRAUD

Author: Sue Romanos, CPC, CTS, President of CAREERXCHANGE
Date: 08 Oct 2002
 

EMPLOYERS BEWARE OF RESUME FRAUD;
CANDIDATES SHOULD RESIST TEMPTATION TO EMBELLISH


By Sue Romanos, CPC, CTS, President of CAREERXCHANGE

When football coach George O’Leary tearfully admitted to falsifying information on his resume, some of us were appalled. Others didn’t understand why it was such a big deal since O’Leary, the next head coach of Notre Dame, seemed to embody all the qualities fans were seeking in South Bend. Notre Dame had only one alternative: Withdraw the offer. Trust -- the most important issue between O’Leary and Notre Dame -- had been compromised.

This is an important issue for employees and employers to recognize, since both parties are responsible. Management must take serious steps to verify items on candidates’ resumes. Likewise, candidates must create marketing documents that accurately and creatively reflect their capabilities, experience, and enthusiasm.

If these guidelines aren’t followed, management could end up with an unqualified candidate. Candidates who take a job at which they can’t succeed can seriously damage their future job searches.

This type of "resume fraud," while not new, is increasing. It is symptomatic of the rise in unemployment and the desperation of many job hopefuls who can’t find work or do not have the necessary skills for a particular job. Many feel a "harmless white lie" on a resume couldn’t hurt.

The following are guidelines for management and candidates to follow to avoid resume fraud in all types of economic cycles.

Resume gaps: Management and candidates will have to address employment gaps. While there is nothing wrong with these gaps, they must be explained. One common tactic is to hide a gap by fabricating a job at a company that has closed a division or doesn’t exist. We have seen instances where a candidate indicated that he/she had worked at a division that has since closed. This could be a red flag and must be verified by the employer. Additionally, excessive time gaps between jobs or a succession of short-term jobs should be questioned. It doesn’t automatically mean that the applicant should not be trusted, but it does call for the employer to look further into these gaps.

Be wary of dates: Employers should insist on a candidate listing both months and years of employment. Many candidates today are noting only the years on a resume, resulting in a potential 1-year gap in employment. This, too, should be investigated.

Education embellishments: Education is perhaps the most common "error of omission". When listing colleges, many candidates fail to indicate whether they have actually received a degree. Some have "attended" or had to leave school while pursuing a degree for various reasons. An accurate resume should make these distinctions.

Embellishing responsibilities and/or titles: Many candidates embellish their accomplishments and provide inflated titles. For example, an individual may have been a "supervisor" but said "manager" on the resume. The difference could be substantial in terms of responsibility and authority. A supervisor may manage, but not have the authority to hire and fire. Interviewers should ask probing questions such as "How many people did you supervise?" "Did you hire and fire?" The answers should be verified when calling references.

Computer skills: Candidates often note that they have wide-ranging computer skills. If they indicate a proficiency at "Power Point," for example, the interviewer should ask them to create a document using that software if it is critical to success in the position.

Focus on accomplishments: This is an extremely effective way to present credentials and much preferable to a chronological listing of employment. If you were responsible for a 30 percent increase in sales, make sure this accomplishment is on the resume. However, be sure that the former employer can verify it.

Filling the gaps: Don’t be defensive about resume gaps, but be prepared to accurately explain them. Prospective employers will be impressed about how time was spent during protracted periods of unemployment. Did you take a course? Did you volunteer? Did you start writing a novel? Did you take care of an ailing relative?

Candidates should keep in mind that it is currently a "buyers market" for employers since there are many qualified candidates looking for work. Candidates must be prepared to accept positions at lesser salaries and to market themselves more creatively and aggressively. They must also avoid the temptation of fabricating skills and qualifications in order to get a job.

Savvy companies are eliminating candidates who provide vague resumes. They want honest individuals because they make the best employees. In addition, companies with tight budgets can’t afford to make a hiring mistake in today’s economy. Companies who have carefully researched an applicant’s credentials can be assured they have selected an individual with the precise skills needed for the job.

The message is clear. Candidates must honestly document their skills and qualifications, while employers must take the time to verify these claims. They can’t afford not to.