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3 Tips to Verify Applicant Claims on Resumes and at Interviews

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Job seekers are known to fudge a little about their past. They may take credit for a project they didn’t work on very much, or stretch the truth about what “knowledge” means about a particular program or skill. There are a shocking number of people that are “bilingual” because they can say one or two basic sentences and not much else.

But as hiring managers, we’ve come to expect this, and in truth there are plenty of times where all we really want is someone that is capable of understanding and learning. A little bit of fudging isn’t usually problematic. Yet there are times when lying on a resume can be very problematic – especially if the lie is what makes them so valuable for the role.

Challenging Your Applicant

That’s why, when there is knowledge that you absolutely must have from the applicant, it’s always a good idea to challenge them a little bit and make sure they’re not lying. There are many possible ways to do this, but the following are some of the simplest:

  • Tell Them to Describe Their Role and the Process

Let’s say that they claimed they played an integral role in a project, and that role is what attracted you to their candidacy. Ask them to talk about it more, and go into detail about what it was like, what they learned, what they did, what the challenges were, who they managed, etc. No need to pressure them – those that worked on the project in depth will have a lot to say. Those that didn’t will not. Similarly, if it’s a skill, just ask them “can you show me?” even if you have no intention of making them show you. Someone that is confident will say “sure!” and do it. Someone that knows they fudged it will stumble and make excuses.

  • Ask if You Can Speak to Someone About the Role

You don’t actually need to talk to a reference (although if you can, that’s great). But someone that claimed they worked on something they didn’t will quickly find a way to backtrack. Keep in mind that not having a reference for you may not be a sign they didn’t work on the project. It’s more of a yellow flag – some people genuinely won’t have someone you can talk to about their role since perhaps they didn’t build connections there, but depending on their reaction you can prod further.

  • Google It

Finally, don’t forget that you don’t need to ask the specific individual for proof. There is ample proof of things online. You can find out if there is evidence that the person has skills or talents, evidence they worked on projects, and so on. Don’t be afraid to use all resources at your disposal as you look to verify the individual’s contributions.

Warning Signs and Candidacy

Keep in mind that these are all just warning signs. Some candidates may still be excellent candidates, even if they seem less confident. Someone that worked with a program 3 years prior in depth may not be confident now, but will learn the program very quickly, for example. But knowing the truth is important for making great decisions, and challenging claims is a good way to make sure you’re hiring the right people.

For more tips on recruitment, skills testing and other related concerns regarding hiring and employment you can contact us at info@employmentoffice.com or visit our website at www.employmentoffice.com.

Why to Perform Some Type of Test on Applicants

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At Employment Office, one of our most sought after and successful services is our behavior testing service. We also offer skills assessment, and other forms of testing that can have a profound impact on your recruitment success.

But why is testing necessary? Testing is certainly not a part of traditional recruitment, where most employers simply focus on the resume and interview. What is it about testing that makes it so valuable as a method of evaluating and collecting talent?

Benefits of Testing Applicants

There are actually many different benefits of testing – beyond even the information that you gather from the test itself. The process of testing is, in its own way, beneficial, and can help you greatly improve your own employment practices. Some of these benefits include:

  • More Information – You can’t legally put someone to work for free, see how they do, and then decide to hire them. So barring that, you’re working with limited information in most recruitment settings. Testing gives you more information, and more information is always better. No matter the test, whether it’s behavioral testing, skills testing, etc., you’re gaining information on the applicant that you would not have otherwise, and that information can help drive decisions.
  • Commitment and Ambition – Testing is also a form of self-selection. How badly does someone want to work for your company? How willing are they to put in hard work? These are important qualities in a great applicant, and any type of test or additional work helps show that the individual has that drive and motivation that is going to make them a good employee.
  • Driving Questions – Finally, generally you’re going into interviews fairly blind. Skills testing, behavioral testing, etc. – these types of tests provide you with more ways to ask questions. If you see someone is lacking in a specific skill, for example, you can ask questions to get a better idea of whether or not that person can learn the skill, or if they have the talent to make up for not having it.

Testing applicants may seem like an extra step, especially when compared to traditional recruitment practices, but there are a lot of reasons that it can be valuable as a part of your recruitment strategy. At Employment Office, we have testing solutions that are extremely affordable and will help you collect a lot of valuable information on your applicants. Check out our testing services today, and start integrating them into your recruitment strategy.

For your recruitment and branding concerns you can contact Employment Office at info@employmentoffice.com.