June, 2006           

WELCOME TO ...

Almost Half Of Résumés Are Bogus
Inc.com,  By: Ted O'Callahan
 

A new six-month review of résumés found that a surprising number contained "major misrepresentations."

Feb. 28, 2006:
While much attention has been focused on performance-enhancing drugs in the sports world over the past few years, a new study shows that the business world may be suffering from even more cheating -- at least when it comes to résumés.

RésuméDoctor.com, a South Burlington, Vt.-based résumé-counseling company, spent six months verifying dates of employment, job titles, and educational background on more than 1,000 résumés, and found that 42.7% had one or more significant errors. The study, which was the company's first, looked a résumés for positions ranging from entry level to executive.

"I was shocked at how many people include a major  misrepresentation in their résumé,"
  Mike Worthington, co-founder of RésuméDoctor.

There is certainly no shortage of high-profile résumé flaps.

• Just last week, RadioShack CEO Dave Edmonson resigned after admitting misstatements on his résumé.
   
  
• Michael Brown, the embattled former head of the Federal Emergency Management Agency, faced scathing criticism after Hurricane Katrina over the thinness of his résumé.
   
  
• George O'Leary lost his job as Notre Dame's head football coach four years ago for inventing a master's degree on his résumé.

But, Worthington said, such fabrication is not exclusive to just high-level executives, and impacts companies of all sizes.

Linda Brandenberger of Oklahoma City-based Partners Human Resources said that many résumés take a "most poetic license" with the truth. "Inaccuracies are a huge problem," she added.Brandenberger said she believes that people exaggerate because they want to cast themselves in the most positive light, even though "just giving an honest picture" may actually do more to get a job.

Brandenberger, who has been an HR director for 20 years, said the trend continues to grow, citing many examples she has seen of certifications, degrees, and jobs that were completely fabricated. "You have to verify everything now," she said.

Todd Springer, a managing partner at Footbridge, an Andover, Mass.-based engineering and IT staffing firm, said he has seen many instances of title inaccuracies and date discrepancies. "A résumé is designed to be a selling tool," he said, noting that it is an employer's obligation to then verify that sales pitch.

Interviews, Springer has found, are an essential part of the vetting process. At the same time, contacting references is key, Springer said, recalling a résumé he once came across where the candidate was actually covering up prison time with bogus information. He suggests cold-calling references, especially if the employer has pre-existing relationships with someone in a company listed on an applicants résumé.

RésuméDoctor's Worthington said that the fear of lawsuits makes many companies reluctant to do thorough résumé checks.
 

---

 
CATCHING RESUME LIARS
Inc.com

This second article also addresses the fact that job candidates are taking more creative license than ever when listing their credentials with 43% of sampled résumés containing factual errors.

• What are some of the warning signs managers should look for?
• What parts of a résumé should job-seekers be extra careful with?

The experts were asked to weigh in with their best advice for combating what many describe as a growing problem.

1. These days, bogus diplomas are just a Google search away.
   Keep in mind, even legitimate degrees from online programs may not carry same weight as brick-and-mortar institutions. Confirm any degrees listed with the school's registrar's office. And beware -- just because a candidate lists four years at a particular school doesn't mean he or she actually graduated.
    
   
2. It's easy to fudge the numbers -- "2004 - 2005" very easily could mean December 2004 to January 2005.
   To ensure that a candidate really has the experience he or she is claiming, confirm all dates with previous employers listed for at least the past three years.
    
   
3. Not sure what an "Associate Vice President for Development" is?There might be a good reason.
   Titles and descriptions vary from company to company and have a lot of wiggle room, meaning a job-seeker may gamble, assuming nobody will follow up. While you're checking dates of employment, find out exactly what the person was doing during his or her time there.
    
   
4. On-the-job awards look nice on paper, but a candidate may be claiming credit for a project 50 people worked on.
   That doesn't necessarily discount it altogether, but it's worth following up, to clarify exactly what his or her role was in the accomplishment.
    
   
5. While it's not always possible, an in-person interview can be an essential part of the hiring process, because it provides an opportunity to ask questions about what's presented on a résumé.
   Sure, people make honest mistakes in their job applications, but if their answers fall short of what's on paper, you might have a fibber on your hands.

ABOUT MJMS, INC.

President and Principal Consultant: Margaret Jacoby, PHR

Margaret Jacoby has more than 25 years of Human Resources and professional management experience in a variety of industries. She has designed human resources infrastructure and implemented systems to ensure compliance with state and federal employment laws. She has directed high quality human resources functions for small and emerging businesses, and served as an external consultant to a wide range of diverse organizations, including non-profits.

Her work has included:

• Conducting H.R. Needs Assessments
• Drafting employee handbooks and policy manuals
• Conducting job analysis and developing position descriptions
• Conducting on-site compliance audits
• Counseling management on progressive discipline
  
• Drafting and review of employee disciplinary actions
• Providing mediation in employee/employee conflict
  
• Training employees/supervisors/managers in the implementation of human resources systems and policies such as Sexual Harassment
• Conducting workshops for business owners on H.R. compliance issues

Ms. Jacoby has earned the nationally-recognized certification of Professional in Human Resources (PHR) from the HR Certification Institute, Society for Human Resource Management (SHRM).

Ms. Jacoby's professional affiliations include:

• Professionals in Human Resources Association (PIHRA)
• Society for Human Resource Management (SHRM)
• National Association of Women Business Owners, Los Angeles
  (NAWBO-LA)
• California Chamber of Commerce
• Long Beach Community Business Network (LBCBN)
• Institute for Management Consultants (IMC)