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Lying on Your Resume: is it worth it?

Man with fingers crossed behind his back, lyingSearch for the term “resume lies” on the Internet and you’ll find a range of studies quoted, saying that between a third to over half of resumes include misrepresentations of some kind. Worst of all, it seems that employers are assuming that candidates are not telling the whole truth; many are investing time and money gathering information from references and researching candidates on social media. This means that there’s a high likelihood of being caught in a lie, big or small, and that employers are probably not very forgiving of these lies either.

Why do people lie?

My experience working with job seekers has shown me that people don’t necessarily misrepresent themselves out of greed, laziness or a lack of morality. I have met many job seekers who have been struggling to find work over a long period of time, and have become worn down, fearful and desperate to do whatever it takes to get back in the workplace. They’ve often tried unsuccessfully to be totally honest. Many say that employers are sometimes dishonest in how they describe the job and pay, leading them to feel a little less guilty about not representing themselves absolutely truthfully.

Many of the job seekers I meet have a lot to offer a job, but fear being overlooked because of difficulties over which they did not have control, which might include:

  • work history gaps (due to a health problem or family reasons, for example)
  • lack of specific experience (for example, an employer wants 5 years, but the candidate has 3)
  • being over or under qualified (for example, an internationally trained doctor who wants to work as a medical assistant)
  • having a specific skill at a certain level (the difference between intermediate and advanced Excel skills, for example)

Is it worthwhile to lie on a resume?

Probably not. Putting aside all moral claims about lying for a moment — it’s not even practical to do so. More than ever, employers have access to a number of tools to help them verify the validity of a resume. These include thorough reference checking, surveying social media (LinkedIn, Facebook, Twitter), criminal and other background checks (e.g. checking membership in professional association, verifying accreditation with licensing bodies, utilizing services such as HireRight.com). The result of being caught in a lie can be dire, with candidates risking the possibility of developing a reputation of dishonesty that might affect future positions with other employers.

So, what do I do to overcome resume problems?

Obviously, do your best to identify your barriers and tackle them. For example, the impact of a gap in recent work history can be reduced with doing some volunteer work and/or taking a course. Specific skills and experience can also be gained through volunteer work.

Second, figure out the best way to tackle the barriers head on, being as honest and detailed as you can, but not unnecessarily so.

Some ideas:

  • Work history gaps:
    • Include all volunteer and course work on the resume, in chronological order; if you are presently doing a course or have recently completed one, list your education before your employment
    • Always list dates, though not necessarily months; simply list the years in which you did each job
    • Rather than lying or ignoring the truth, try to explain the gaps in simple unapologetic language
  • Spotty work history (multiple short-term jobs):
    • If you worked for an agency, list the contracts together under one title; for example “Office Administrator, various contracts via ABC Agency, 2009-2013”
    • If you cannot combine the jobs, label them as “contracts” [Office Administration (contract), XYZ Company, 2013-2014″]
    • Leave out the especially short jobs — no need to include everything
    • Consider a Functional Resume, though it’s not always recommended for all sectors
  • Irrelevant work history (career change):
    • Identify the skills you need to showcase and highlight them under each job
    • A Functional Resume allows for candidates to showcase their transferable skills
    • If you have completed a recent course that gave you the training and certification for the your new career, list them ahead of your work history

Finally, probably the most effective way to deal with problems on a resume is to make sure that the employer hears about you, or — even better — meets you BEFORE reading your resume. That way, you can make the first impression and explain your background, rather than that two-page piece of paper that is your resume.

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Ask the Employment Specialist: I think I’m Being Bullied by my Boss

Woman sitting at her desk with her head in her hands. A cardboard box of belongs beside her.Dear Joanna,

I feel that I am being bullied by my boss over the past two years. I love my work and team, but this manager is making our lives miserable and we are losing faith in this leader and organization. However, I am unclear if it is my behaviour that is instigating this negativity or if it is the manager to blame.

Could you explain the aspects of a bad manager so that I can clarify my situation at my place of employment.

Signed: Unclear re Boss

Dear Unclear,

Research has shown that employees tend to leave managers, rather than organizations. She reports on the following top eight bad management or leadership behaviours, which I will describe to help you evaluate the situation with your manager:

1. Failing to listen to staff.

Does this manager listen to you and your team? Do they care about what you say or pay attention to the concerns, issues, successes and challenges that you or your team members raise?

A good leader will know what their staff are doing, take time to listen when staff need help or support, and “go to bat for them whenever necessary”.

2. Failing to embrace and utilize your talents.

You and each of your team members have strengths and talents that they bring to the company. Does this boss take time to discuss these qualities with you and how you want to utilize these talents and how you can help improve your work and organization?

Good leaders engage their team members in work that compliments their talents and brings value to the project and organization.

3. Failing to show appreciation.

Has your boss ever taken time to acknowledge or thank you for your efforts, successes and contributions?

Good leaders take the time to do this. Acknowledging good work builds loyalty and empowerment in a team, and increase their determination to do their best work. Failing to acknowledge a team will drive down performance and effort eventually harming the progress of the organization.

4. Withholding information.

How well is your boss communicating with you? Do they keep you informed of issues in the department? When you need answers, does the manager give you straight answers or unclear, non-specific and indirect responses? Does the manager collect the facts before making a judgment and decision?

Bad managers withhold information and cut off valuable communication to the team. Good leaders answer directly and are not afraid to communicate positive or negative information. Failing to communicate this way results in mistrust, and poor performance that harms the organization.

6. Being a Blocker.

Does your manager demand that all information, content, ideas, suggestions, proposals, and so on, end with you? Do they block team members’ access to higher level management, or deny them an opportunity to assist them in presenting their ideas to higher level management?

Good leaders encourage their team to share their talents and accomplishments with the entire organization.

7. Holding grudges.

How does this manager handle disagreement or criticism by a team member? Do these situations turn into conflicts and grudges? If so, this is not leadership behaviour.

Good leaders welcome feedback from their team members, knowing the importance of allowing everyone a voice.

8. Bullying.

Does this manager talk down to you or use a condescending tone? Do they show disrespect and may even shame you in public? Employees who are bullied will do everything possible to avoid this type of manager. Avoidance leads to poor communication, lack of motivation, loss of productivity and an organization heading for ruin.

Good leaders are approachable and respected by the staff. They are the go-to person for their team’s issues and concerns in order to have a strong and successful organization.

Good luck with your boss. I hope this helps!

Joanna

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Resume Writing Basics – Step 5: Completing Your Resume

Start / Finish lineThis is the final post in my ongoing Resume Writing Basics series, which included the following:

  1. an overview of the basics of resume writing, including an outline of the information to be included in a resume
  2. a detailed description of the formatting needed to create an easy-to-read resume
  3. tips for writing a Profile Summary that catches employers’ attention
  4. a guide for outlining an impressive Employment History

All that remains is to list your education and training, and volunteer experience, if relevant. Most resumes also end off with a mention of references.

List your education and training

Most employers are impressed by the candidate’s education, regardless of whether it is directly related to the job, so it is always worthwhile to include your highest education, as well as any other degrees of certifications. The best format: the degree, the school and its location (e.g. Bachelor of Art, Ryerson University, Toronto).

It is generally not necessary to include dates, as these just give the employer too much information about your approximate age. However, if you just recently graduated and you want to explain the employer what you have been doing in the last few years, add dates and consider bringing the section up higher up in the resume, above the Employment History.

In addition to all your degrees, it may be useful to list any relevant courses or certification you might have obtained. This might include any on-the-job training, as well. List only courses that are relevant to your work.

Don’t leave off volunteer work

Employers tend to be impressed by involvement in community activities, so it’s well worth including it in the resume.

You can add it, using the same format recommended for Employment History under a separate heading, or you may include the volunteer jobs in your employment history. If you add your volunteer roles to your jobs, make sure to clearly indicate the volunteer jobs clearly as such.

Mention (but don’t include) your references

It is generally recommended that candidates do not include references in or with their resume. So, by way of reassuring the employer that you do have references and will share them when the right time comes (i.e. at the interview), you can add a line at the end that states something to the that “References are Available Upon Request” (One of my clients even cheekily stated that “Enthusiastic References are Available Upon Request”).

Final note..

For resume samples, there are some good online resources such as The Balance’s Sample Resumes, Monster.ca and WorkBloom. Keep in mind though, that resumes differ by industry, country and sector. This means that job seekers should thoroughly research the best resume formats by consulting with employers and employees who work in their target jobs, before finalizing the resume.

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Ask the Employment Specialist: Is Cold Calling REALLY Dead?

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna

I have been advised by my JVS Job Developer to start cold calling for a job, an information interview and/or co-op placement. I participated in a cold calling workshop and understand how this technique can be used to tap into the hidden job market and build a professional network.I am terrified to pick up the phone and talk to strangers. Is this an appropriate strategy for the job search?

Signed: Terrified of Calling (TC)

Dear TC,

In recent years, with the onset of social media, there have been countless articles positing that cold calling is dead. I am a big believer in learning and applying all the skills, techniques and strategies in a job search, including cold calling, but I disagree: cold calling is not dead. It’s just different in this complicated and competitive labour market.

Career coach Robert Hellman featured in Susan Adams’ article in Forbes, How Cold Calling Can Land You A Job has some fantastic advice on cold calling that I have combined with my recommendations, which I apply in my cold calling that I use to build my professional network and business in my role as a Job Developer at JVS Toronto.

1. Targeted and deep research.

Decide where you want to work and research the companies, the industry and best contacts there. Following a consultative sales model, I would identify (prospect) the employees with the decision-making power or hiring manager of the department where you wish to work. Use social media to research the profiles of these individuals. Understand their resumes, join their groups, and follow them on social media. Before you pick up that cold telephone or email, learn as much as you can about the targeted individuals and company’s hiring practices, the workplace culture and opportunities. I wouldn’t even say no to cold calling the president of the company as well regardless of where you are in the hierarchy of the organization work.

2. Use LinkedIn, Facebook, Google and the company website to get contact information.

Many people list their contact information on their LinkedIn or Facebook pages. Company websites frequently include directories. Switchboards will often give out direct dial numbers and extensions.

3. Write a specific subject line for your email.

Come up with a phrase or sentence that will make the reader want to open the email, like “discuss development and fundraising ,” or “your AdWeek article about sales strategies.” LinkedIn can also show you whether you have any contacts in common and those can produce good subject lines, like “we’re both connected to Susan Adams and Fred Allen.” (Check out an article in this blog about writing emails that get noticed for more information about this topic).

4. Focus on your value to the employer.

Prepare a bullet point list of your accomplishments in advance for the cold call or email. They should be quick and specifically explain their relevancy to the company and/or positions you are contacting. Think about how your work would apply to a potential employer. Focus on your value to them. Quantify your achievements with numbers, saying you boosted revenues by 27% in your first year or doubled market response within two years by adopting a new testing program, for example.

5. Follow up.

After you cold call, send the first email, wait three days. Then follow up by forwarding the original email with a short sentence saying something like, “Hi, I’m touching base about the email I sent. Would you be available to set up a meeting?” Leave only one voicemail. It’s a good idea to phone repeatedly but only leave one message. If you leave multiple voice mails, your target may feel stalked.

8. Boil your verbal pitch down to 15 seconds.

Research something special about the company or the person you are calling. Did they win an award? Were they featured in an interview on the radio of television? Did they write something interesting to your profession? Begin the pitch with something positive that you learned about them and/or their firm. Recognize their achievement. Share this information as a warm up. If you get through to a CEO or senior executive on the phone, you will need to make your point quickly, while asking for a 20 minute meeting. Don’t be disappointed if they turn you down. If you make a good impression, they will likely send your contact info to someone else. Most companies are on the hunt for good people.

9. Use the words “mutually beneficial” in your email and phone call.

Make it clear that your goal is to help the potential employer achieve their goals.

10. Send the resume only when asked.

Don’t attach your résumé to the email, unless you know there is a job opening for which you’d be well suited. Otherwise, focus on your stated goal, of helping the potential employer.

11. Ask for 20 minutes.

Most people can spare this amount of time and it’s enough of an interval for you to learn something about a company or institution. In your email and phone call, ask if the person can meet in person.

12. Express gratitude.

When you meet, emphasize what you can do for them. Spend the rest of the time listening to what they need so you can follow up with a thank-you note that emphasizes how you can contribute to solving their problems.

Good luck!

Joanna

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Resume Writing Basics – Step 4: How to Write an Impressive Employment History

Business woman hand typing on laptop keyboardOnce your Profile Summary has been written for your resume, the next step — arguably the most important — is to showcase your work history in an easy to read, yet comprehensive way.

When reading through a work history, employers look for certain information.

  • Solid work history — that goes back 10-15 years, without too many unexplained gaps
  • Consistency — not too many job changes over a short period of time; employers are often suspicious of frequent hopping from one job to another
  • Career progression — evidence of being promoted from one position to another more senior one
  • Diverse skills — record of new skills being learned

[Read more…]

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