When it’s time to hire, you’ve got a big job on your hands. After all, you need the right person in place to deliver exceptional performance and add to the success of your business. So it’s worth it to take the time to find the perfect candidate, and that starts with reviewing resumes. As you sift through the stack, remember that some applicants do not follow the honesty is the best policy rule. But if you know what you’re looking for, you can emerge from your task victorious. Here’s what you need to know.
Common resume misrepresentations
It just takes a little practice to identify the most common ways candidates may misrepresent information on their resumes. The following can be red flags:
Questionable degree or school.
If an applicant has listed a school you haven’t heard of or a degree that doesn’t sound legit, Google the school and call its registration office. You’ll want to find out if the school is accredited in the degree program or diploma. You can also request that the applicant provides a transcript of his or her education.
Past employment at a company you’ve never heard of.
It’s true that there are many companies out there. Just like schools, you can always Google the name of a company to learn more and be sure the information you find matches what’s listed on a candidate’s resume.
Inflated job title or experiences.
Beware titles that sound bigger than they may have been or experiences that sound a little too grand. You can always contact job references to verify.
Hiding gaps in employment.
Even though a candidate may have understandable reasons for a lapse in employment—such as being laid off or taking time to raise children—some view this as a negative they need to cover up. An honest candidate will be up front about holes in their work history, but you may want to ask questions if gaps are unexplained or dates are missing.
Padding past salary levels.
In an attempt to fetch a larger salary, an applicant may report he or she earned more at a past job than he or she actually did. Use your best judgment, and if something seems too good to be true, it very well may be.
Next steps—don’t miss out on a good candidate
If you’ve uncovered a red flag but a candidate seems otherwise to be a perfect fit, you may need to do a little research. Simply contact job references (you may need to call the candidate for a list if he or she has not included them with the resume) and ask for more information. Just be careful to not call employers if an applicant still works there—you don’t want to endanger his or her current employment.
Find the highly qualified candidates you need
Working with a staffing partner when you’re in need of additional talent can save you the time and effort of searching on your own. If you’re in the market for new employees in the Atlanta Metropolitan Area, check out Snelling Georgia Group. Contact one of our experienced recruiters today to learn more.
