Most Job Seekers Don’t Tell the Truth—And What You Can Do About It

It’s common knowledge that people fudge information on their resumes. They exaggerate accomplishments, reframe basic tasks as mission-critical, or aggrandize their role. Whatever the fibs, they’re generally believed to be rare—and relatively harmless.


But a new survey by ResumeLab blows that assumption to smithereens. Of the more than 1,900 American employees surveyed, a jaw-dropping 70% admitted to lying on their resumes, with over a third claiming they lie frequently. Yikes.

 So, what are people lying about? More than half (52%) were embellishing their responsibilities, with the same percentage fibbing about their job titles. A hefty 45% were lying about the number of people they managed, while 37% were fudging their lengths of employment.


When you consider that resumes are the first point of contact for many employers when screening individuals for interviews, this can result in weak candidate pools and, worse, disastrous hires.


Clearly, you can’t just rely on resumes to screen candidates in or out. You need to dig deeper. You need a methodology that goes well beyond the resume to determine the true skills of the applicant, one that weeds out those who do not have the hard and soft skills needed for the position. 


This is why WAHVE’s Talent Acquisition Outsourcing approach to qualifying blends AI-powered technology with live interviewing. First, the applicant completes a skills-based application, and the hiring manager completes a skills-based job request. Then our proprietary software uses a bias-free algorithm to score applicants against a company’s job requirements. The final step of the process is a blind interview with a qualifying specialist for the top scored candidates to ensure they are the right fit. Companies are provided with only the best-matched candidates for their specific open positions.


What are some of the ways you weed out the phonies from the truly qualified job candidates?

BLOG POST OF THE MONTH

Bookending Talent: Taking Advantage of Generational Knowledge


There is a golden opportunity for savvy organizations to recruit new talent. But there’s also a chance to stack the deck at both ends of the employee demographic. If you combine new talent with the skills and career knowledge of a retired insurance professional, your team can be one of the most productive and profitable imaginable.

Yes, a retired worker.


These insurance professionals bring a wealth of experience that can’t be taught in school. Soft skills, such as relationship management, collaboration, problem-solving, leadership, communication, and a strong work ethic are just some of the attributes that older workers can bring to your workplace. They can also serve as mentors to your younger workers, helping them attain the same soft skills while introducing them to a vast network of industry contacts that they have built over their careers. Read More


You may also be interested in these related posts:

Building a Talent-Seeking Culture

Reality Check: Filling a Growing Jobs Gap

Silver Linings: Why Companies Are Focusing on Older Workers

If you are getting ready to retire or transitioning out of the traditional workforce or know someone who is lets talk about alternatives. Contact Us

WAHVE offers two innovative talent solutions to help insurance firms with their staffing needs.

 

  • Our Vintage Contract Staffing solution fills a company’s talent gaps with retiring work-at-home insurance industry experts on long-term, full-time, or part-time assignments.

  • Our Talent Acquisition Outsourcing solution lifts the burden of sifting through resumes with an end-to-end bias-free platform that qualified and shortlists the best-fit diverse candidates.


Both services draw on our deep insurance expertise to qualify and present the best-fit candidates to our clients.


If you are a retiring or transitioning professional, let’s talk about becoming a work-at-home vintage expert.


If you’re an insurance firm, let’s discuss how WAHVE can help you fill your talent needs.