How To Spot Biggest Applicant Lies

Over the last few years we have seen a significant rise in unemployment rates nationwide, some of the highest in the last few decades actually. To some recruiters this is a dream come true due to the overflow of applicants that they now have, but to the true Talent Scouts this is a complete nightmare. Why? Because now it is that much more difficult to find that top 1%. I have always been a firm believer that a resume is a limited representation of the candidate. So if this is indeed the case, what does this say about them when the majority of the information in their resume is fabricated and/or inaccurate? It says that they are dishonest and they were willing to lie to get the job. Thus, chances are they will be dishonest once they are hired and with the economy being what it is, there are very few companies that can afford the huge expense of a bad hire.

Being aware of the common lies applicants tell, allows you to arm yourself with the knowledge and tools necessary to minimize the chances of a bad hire. Some of the most common things lied about in resumes and applications according to a nationally recognized background screening firm (esr.com) include:

1- Job Title/ Responsibilities: Working in a fast growing call center environment has exposed to me to thousands of people from all backgrounds and walks of life and it seems the more people you interview the easier it becomes to spot inaccuracies, lies and exaggerations. What I have found to be the easiest way to spot these types of "self- proclaimed promotions" is by asking them very specific questions. So if they claim to be a store manager (even if you don't know in specific what they do- you kind of have an idea of what is expected of them) you would ask questions such as: A) How did you measure your team's performance? B) How did you deal with employees that weren't performing? C) What were your individual goals as a manager and team goals? Questions like these should be no problem for someone who has been in the position, but to someone who hasn't its a surefire way to stop them in their tracks. Another easy way would be by checking their references (but this would only work if their references are accurate).

2-Claiming a degree not earned- This seems to be a very common trend nowadays and it it comes in many different forms. The first one is where people award themselves a degree even though they still had credits to complete or only attended for a few semesters. The second one is where people claim to have graduated from schools they never even attended- now that's gutsy because with the internet what it is today and by simply asking some probing questions this is the simplest one to catch. Lastly there are those that simply buy there degree online for "3 easy installments of $49.95". They purchase these degrees from Degree Mills, these "Mills" often offer transcripts and even phone numbers that employers can call to verify that they attended. Talk about committing to your lie. But again, this can be verified by running an education background check.

3-Dates of Employment: No one wants to look like they are a job hopper, inexperienced or unstable so this is something that is common regardless of position or age. If this is not dug up during the interview process than the next easiest way to verify this is by calling references or simply running an employment verification check. But remember if your gut is telling you that there is something not right- than chances are that you are probably right and you should dig, dig, dig.

4-Compensation: Times are tough and its ok to exaggerate a little about your salary history so we can get that nice bump in pay, right? Wrong! There is no excuse for being dishonest, period. Every application I have always seen asks for the desired salary, so why not be honest with what you are looking or hoping to make- if they are qualified and deserve it than chances are they will probably get what they are looking for regardless of what they were making before. But when they sit in front of me lying to me and telling me they were making $50k a year when they only made $30k and are looking to make $60k- this is not only unacceptable but can also cause your company some major bucks.

5- Criminal Background- Different companies have different standards and different tolerance levels on what is acceptable and what isn't in the background checks. One thing I do know is that most applications if not all, specifically ask if they have ever been convicted of a crime and to please specify. So, this to me is their amnesty period in which they need to be 100% honest. If not, no matter how small the infraction if not declared up front is considered dishonest and a possible reason for termination.

These are just some of the things that people tend to lie about in their resumes and applications but as I mentioned before some of these can easily be verified during the interview process by asking very thorough and specific questions, as you should be doing anyways. If a pre-screening/ background check is not in place in your workplace I would highly suggest that you implement one as it is a smart business investment. Remember that there is nothing wrong with trusting as long as you verify.

The Passion of the Resume

"One person with passion is better than forty people merely interested."—E. M. Forster


Aristotle once said that, "All human actions have one or more of these seven causes: chance, nature, compulsions, habit, reason, passion, desire"; and it is those whose actions are driven by passion, that reach the unreachable and create the unimaginable. It is their passion for what they do, to succeed, to be the best, and to never give up on themselves that allows them to persevere regardless of adversity. But it is only when we understand what passion is and can identify that quality within us that we can begin our search for those candidates that posses it.

Passion is what drives us to be the best, it is what makes us challenge ourselves and forces us to take the next step in our lives. How do you know if you are passionate about what you do? Take a look at what you do and see if every day you push yourself just a little more, if every day you do something that makes you just a little better, and if every day you go above what is expected of you; not out of fear but out of pride and a sense of fulfillment. Take my HR Manager (Miguel Arguelles) for instance-- he was the first student in his high school to get accepted into Harvard having come from Cuba only a few years prior, was promoted to his position of HR Manager at the age of 22 and within his first year of being fully employed here at Inktel Direct, and has made many drastic changes in our company which helped us win the "Best Company to Work for" Award in 2008. A person with this type of passion is what we all need to be looking for with every hire. By learning how we can identify passionate candidates before they even walk through our doors, we can start improving the quality of our placements.

Identify passion in a resume
As the Corporate Recruiter that is responsible for staffing all exempt and non-exempt positions for our three locations , I receive hundreds of resumes per week and have undoubtedly developed my talent for spotting passion in them. Although a resume is a very limited representation of the candidate, most of the time it is a very accurate representation. So, when reading a resume be sure that you pay attention to everything from the email address to the layout; the content that the candidate displays on their resume tells you more than just their work history. With that in mind, here are a few of the things you can look for when in search of "Passion" in a resume:
1) They are member of industry related groups and associations- This shows that the candidate takes initiative and an interest in staying up to date with what's going on in their industry. Use this as an opportunity to further explore their reason for choosing to join that particular association/group and also make sure that they joined on their own and not because it was required or because their last employer gave them a free membership. You may also want to make sure that they play an active role, just because you are a member doesn't mean that you necessarily attend the meetings and events.
2) They list extracurricular activities pertaining to their field- People who love what they do usually spend a lot of time at work--so for someone taking the little bit of spare time that they have and using it to take part in extracurricular activities such as networking events, seminars, and gatherings is someone who is not only passionate but dedicated as well. But again, just like #1; you want to make sure that it was not mandated. Find out why they chose those activities and how often they do it.
3) Show continuous growth in the employment history- Again, passion is what drives us to be the best at what we do and someone who is passionate about what they do will undoubtedly continue to grow and excel in their careers. But make sure that the growth shown in the resume makes sense and it wasn't a matter of them just being at the right place at the right time or that the growth wasn't based on length of time at the employer. Keep in mind that different companies promote based on different merits.
4) List accomplishments instead of duties under each employer- This to me is the simplest of all signs to look for. A passionate person is obviously driven to continuously go above and beyond of what's required of them and therefore have probably accomplished a lot throughout their careers and what better opportunity for them to showcase those accomplishments than in their resume. Use the accomplishments that they list to prepare you for the next step in the process, whether it be a phone screen or an interview. Asking questions and breaking down their accomplishments to the smallest fact will allow you to trim all of the fat in the resume and get to the core of how passionate they truly are and how much they really have accomplished.

5) Have a consistent work history- I have come across so many people that have been in the call center industry for so many years, but not because they love it or they are passionate about it but simply because that's all they can ever find or its where they are the most comfortable. So, when you are revising the consistency of the work history make sure you keep #3 (show continuous growth) and #4 (list accomplishments instead of duties) in mind. The combination of those three qualities will assure that you find someone who loves what they do and are passionate about their career.
6) Clear and specific objective of the career they are pursuing on their resume- This is directly related to #5 (have a consistent work history) and pretty much ever other factor on this list. The objective shows us that the candidate knows what they are looking for and why they are looking for it. Even though someone has been in the same industry or field for a long time, that doesn't necessarily mean that it is what they are pursuing, what they are good at, or what they are passionate about. So be sure that their objective is a clear reflection of their accomplishments, work history, and most of the content on their resume.

7)Little to no gaps of employment- We have all come across those candidates that have a great resume, great education, and great companies that they have worked with; but then comes the much dreaded and mysterious employment gap. This should not necessarily disqualify a candidate but a lot of the times it is a red flag for you to be aware of when proceeding. Be sure to fully investigate any gaps of employment, this is where a lot of the times candidates truly show whether they love what they do or not. People who have been successful and have excelled in their career, don't just "take a break" they want to instead do everything possible to keep moving up and continue to grow.
8) Layout and Resume Format- This is basically resume reading 101. A lot of us seem to forget that it is not only the content of the resume that's important, but also the way that it is presented. One of the questions I love to ask candidates is "How much time did you spend on your resume?", it almost seems like a trick question but all I am doing is making sure that it was them that prepared their own resume, and that they didn't just put it together in 3o minutes-- like I've heard many times. My resume for example, has been a work in progress for the last 8 years and it is something that I continuously revise and update; as we continue to grow and develop, our resumes should reflect the same. So pay attention to the fonts used, spelling and grammatical errors, layout, colors (if any), uniformity of font sizes, verbiage, and the layout they choose (an executive's resume should not look like a high school resume).

As helpful as these tools may be, keep in mind to apply these tools within the context of the individual you are pursuing, since one size does not fit all. Using these tools is not going to guarantee you the perfect candidate but it will help you distinguish those that are passionate and teach you not to settle for any less. Take it upon yourself to decide what passionate means for you. Remember that finding passion in a candidate does not stop at the screening of a resume. It continues on to the interview process and even after they are hired. But it is the development of being able to identify this trait, starting at the screening of a resume that can make you a better recruiter and assure a more solid placement.

What else does it take to K.E.E.P your employees satisfied?

"People work for much more than a paycheck."

Having extensive recruiting experience in a fast paced staffing firm (Robert Half International) and corporate call-center environment (Inktel Direct), I have learned that most employees are looking for common elements from the people they work for. People, regardless of position, seek a good "Relationship with their manager", "A positive work environment", and "Praise and recognition". Successfully combine these three elements and implement them effectively and you have created the foundation for a great retention strategy.

It is obvious that these crucial elements have little or nothing to do with compensation. Instead they remind us an important fact: People work for much more than a paycheck. People not only want their jobs to be a source of income but a source of attaining pride, professional development, enjoyment, and acknowledgment of their skills and efforts as well. With this in mind, I would like to introduce to you a retention-boosting method that I came across a few years ago, simply called K.E.E.P.-Kudos, Excite, Empower, Promote. Sounds simple right?

Kudos- Offering kudos to an employee who is meeting or exceeding expectations is a simple, effective, and inexpensive way to recognize their efforts. An employee who is constantly encouraged and continuously feels appreciated is less likely to leave. Just remember that what might be considered as a reward for one employee might not be the same for another. So, make sure to make the rewards meaningful to each individual employee. A few ways to offer kudos may include: Public recognition, an email, a "thank you" or "good job", a note of recognition or any other simple gesture of recognition.

Excite- As managers, we have the ability to set the mood and the tone of the environment that we work in so keep this in mind each and every morning as you are walking in your office. Creating a positive and rewarding corporate culture is essential for generating excitement. Remember that the more people are excited and enjoy coming to work the less likely they are to seek employment elsewhere. Here are some ideas to generate some excitement in your environment: Have a positive attitude, provide your employees with assignments that are achievable yet challenging, frequent praise and recognition, and share the company's successes with your staff so they know their hard work is paying off.

Empower- Trust your employees and give them their space to perform their jobs competently. The more empowered and trusted they feel by you, the less likely they are to leave. Most employees are on the never-ending search for autonomy and the ability to make impacting decision; meet these needs and you will create an undeniable sense of loyalty. Here are a few suggestions for "empowering" your employees: Be open to suggestions and act on them whenever possible, reward smart risks along with result, foster creativity and teamwork, and show confidence in your team's ability to make decisions.


Promote- The key to any successful retention method should be a structured program that provides and nurtures professional growth and development for employees of all levels. If your employees feel that they have hit a "Glass Ceiling" with the company, then the next logical step would be towards the door. So when possible always try to promote from within, help employees develop career plans with the company, set up a mentoring program, help employees achieve their goals.

Happy employees that enjoy coming to work everyday are the key to any successful organization, so remember that creating a positive company culture is mutually beneficial for you and your employees. Many times we assume that our top performers already know they are doing a good job, but don't make that assumption; a small gesture has the ability to go a long way. A simple thank you or a brief email can motivate someone to keep trying their best not only at work but at other things too. Try and take a personal interest in your employees and don't ever take someone's hope from them, because for some-- that is all they have.

Simple Steps to Better Recruiting

"The best changes often start as a single, simple thought. Think big, and discover the ways to make your dreams real."-- Anonymous

There are only 175,000 US Marines in the entire world (which is about a quarter of the size of the US Army), yet they are known as the "best of the best", "the few the proud" etc... They have attained the reputation because, they don't allow just anyone to become a Marine, and those who do become Marines share a common passion and a sense of pride for what they do. With the limited amount of personnel that they have, they have achieved things and made victories possible that might have not otherwise been achievable if it was not for them.
That same mentality of being the best, and only hiring a selected few can be applied to any company in order to make it successful in today's struggling economy. But to attract the best you must market yourself accordingly and strategically as well as have an aggressive plan of attack to help you achieve your goals. So in today's posting we will cover a few simple steps that we can take to assure that we are filling our open positions with the best talent possible.

Step 1
Improve your candidate Pool
Complacency is one of the worst habits that a recruiting manager can pick up.It occurs when we get used to applicants walking in to apply and all of a sudden we stop searching for the ideal candidate and settle for what's in the "pile". A candidate pool is not simply having a bunch of applications handy for any give position, but instead having a few strong solid candidates that you have already screened and believe are the best for the job and are ready to start at the drop of a dime. Having a solid pipeline can make the difference between being the best recruiter and just being average.

Step 2
Look Internally for the Ideal Candidate
A lot of the times we get so caught up with looking through the "Careebuilders" and the "Monsters" that we forget that we already have a source of applicants that have already proven their loyalty, work ethic, and responsibility to you. Allowing current employees to apply for your openings will help boost morale and show that there is potential and room for growth in your company-- which in turn is a marketing tool for you company all on its own. Give potential internal candidates a chance. It is a great opportunity to get to know your employees better and for them to learn more about your organization and its needs. A lot of the times a good fit can be found between your needs and theirs.

Step 3
Be Known as a Great Employer
Employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement are all key factors needed to be a great employer. If as an employer you are continuously practicing these things, they will give your employees a sense of pride in who they work for, as well as a sense of loyalty which in turn will allow them to spread the word about how much they enjoy working for you. A company's reputation is a sensitive thing. It can take years to create and only seconds to destroy, so it is just as important to maintain a strong reputation internally as it is externally.

Step 4
Use your website for Recruiting
Your company's website is one of the most overlooked recruiting tools now a days. It is important for us to understand that when we are interviewing top candidates, they are interviewing us as well-- just as we want to know about their history, stability, and reputation; they want to know about ours. Which is why an updated and attractive website is such an important part of the recruiting process. How can you possibly ask a candidate what they know about your company, if your website hasn't been updated in months or sometimes even years?

Being an average recruiter should never be an option, otherwise you or your company will never join the ranks of the "Selected Few". Keep that "best of the best" Marine Corp mentality and constantly apply it to everything that you do. Do it because you want to improve yourself and be the best at what you do and not so much for the recognition. Recognition will come with time, but the sense of accomplishment and pride in what you do will remain constant.

Good luck and happy hunting...

Importance of Online Networking

In today's world of continuous technological advancements, it is our job to assure that we stay up-to-date with the newest methodologies of how to not only increase our network but how to manage it as well. As managers, recruiters, and executives we need to be aware of how important it is to have a solid network; not only an online network but a personal social network as well. With today's economic downturn it has become as difficult as ever to sift through the hay and find that one needle in the haystack, and even more difficult to create that sense of desire in that one candidate that we do want. So what can we do in order to create that sense of desire in these candidates? How do we find them? And how do we know if they truly are what they say they are? Having a solid network allows for a number of different advantages and can answer a lot of those questions. Here are just a few of the benefits to a strong network.
1) A wider range of talent- Creating a targeted network will give you access to employees who are currently working and have a proven track record of performance. These candidates are also known as "Passive Candidates"--- which simply means, candidates who are currently employed and are not necessarily looking for employment. These can be some of the most difficult employees to attract, but if you do your due diligence and put in the extra effort, I can assure you that your hard work will pay off.
2) A stronger referral source- This is the best way to find a great employee, simply because you get insider's info to the people that are being referred. You also have to keep in mind who the referral is coming from, of course. But its like I always say "good people know good people". How do you generate referrals you ask? Simple, if you have a large online network, all you have to do is send out an email to everyone asking if they or anyone they know are interested in your opening and let them do your work for you.
3) Company Branding- This one is an important one! Company branding involves increasing your company's presence and reputation in the marketplace. Think of Google, Apple and Microsoft; these are some of the most desired companies to work for. They are constantly on the news, advertised and written about thus creating a permanent brand in our heads that we are not likely to forget. This should be your goal, to create that desire where you have people in line just waiting to come and work for you. This can be done by increasing your network, college presence, online presence (blogs, networks, online presentations, social groups, etc...), and taking an active part in local organizations. You want people to think of your company on a regular basis and you want them to see your brand everywhere they look.
4)Personal Branding- This is just as important as Company Branding. You are solely responsible for creating a reputation for yourself. The more well-known you become, the more well-known your company becomes. As a recruiting manager (either working as a corporate recruiter or Staffing Firm) you are the face of your company and candidates and outsiders will always relate the company to you and who you are. This has two major benefits---1) With so many companies doing so many layoffs, we need to always be prepared to take that next step in our career in case we are the ones in an unfortunate situation. And there is no better way to be prepared than to already have a solid relationship established with other hiring managers in your industry. 2) You want to make sure that if someone is looking for work or is looking to help a friend, you want to be the first person to pop into some one's mind and have them referred to you, and therefore continuously generating a source of referrals.
5) Staying abreast with Industry trends- With so many new resources, social networks, and advances, we need to make sure that we are on the cutting edge of the recruiting industry. Think of it as a computer, every few months a faster, cooler sleeker computer comes out; the same thing applies to us. If you are recruiting the same way that you were recruiting back int he 90's or even last year-- than you my friend are missing out and losing the best talent to your competitors. The best way to use you network to stay abreast of the industry and its trends is as easy as joining an online industry related group/s and trust me when I tell you that there are hundreds to choose from. Don't be an outdated recruiter.

Just like anything else in life always remember that when you are planning to establish your network do it with a purpose, decide what image you want to portray and what your ultimate goal is. Also keep in mind that there are hundreds of social sites out there, some good and some that are not so good. So, take your time and do some research on which one's would benefit you the most and which one's will help you reach your ultimate goal. Start off slowly, join your top site and dedicate 10 to 15 minutes a day to it, once you have established a solid network and feel comfortable managing it, do some more research and see what other site you can use in conjunction with the one you are already a member of.
Remember, this takes time and will not happen over night-- but the benefits that you will get out of this will be endless. Recruiters are the faces, representatives, sales people, hiring force, social gurus, and experts of their company. So do your part and keep growing and developing yourself and your network. At the end of the day, you are responsible for your success. Good luck and I hope these tips are helpful.