Posted on 02/10/2018 4:15:35 PM PST by nickcarraway
Call it exaggeration or stretching the truth, the fact is that many people lie on their resume. For recruiters and hiring managers, the problem is so widespread that it is, to some degree, expected.
How much are Americans lying? A recent survey by HireRight revealed that 85% of HR professionals have found a lie on a resume. The lies don't seem to have abated with low unemployment; that number is up from 66% five years ago.
When asked, 46% of employees report knowing someone who misrepresented or exaggerated their resume, according to Office Team. What are they fudging about? The most common lie centers on experience, followed by duties, education and employment.
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Tech vs. truth
Some say applicant tracking systems may be to blame. World-weary recruiters, trying to sift through the hundreds of resumes that come in response to every posting, are turning to technology to thin the herd.
But candidates have wised up — realizing that their applications may never make it to a human who would allow one year and 11 months' experience to slide when a posting says two years' experience — and are honing their resumes to make the software's cut. The same tech that was supposed to make it easier to hire has now made it easier to hire the unqualified.
“Employers have significantly higher chances of choosing candidates with incorrect credentials," Danny King, CEO of Accredible, told HR Dive. For recruiters, the time saved screening has created time spent verifying.
“Third party verification,” King says, “is a necessary step in an ever-increasing digital hiring environment.”
Enter blockchain
Blockchain is the newest tool in HR's toolbox. The technology isn’t terribly new, but HR professionals are beginning to find uses for it.
If you don't know what blockchain is, you’re not alone. The short version: it lets you access goods, services or information directly from the source without a “trusted third party.” (Think ordering a ride directly from a driver without the ride service taking a fee.) Want the long version? See Blockchain: What is it and how is HR using it?
When it comes to resumes, blockchain technology has the potential to largely eliminate exaggeration. Schools can post degrees and educational details, employers can share dates and titles, and credentialing entities can make information available. Candidates could then authorize employers to access their records directly.
“Although blockchain cannot guarantee all exaggerations or flaws will be detected, it does dramatically reduce incidents of fraudulent points and helps employers get the most accurate picture of their candidate’s credentials before hiring," King said.
First steps Blockchain for HR is in its infancy. MIT was one of the first universities to issue “recipient-owned virtual credentials” when it debuted blockchain last year to allow access to degrees.
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Email: Enter your work email SIGN UP The key is a reliable source, says Steve Chen, EchoLink project founder; “Blockchain can be used to provide verified education and skill information if the data sources are verified. i.e. if we know degree info is put on the blockchain by universities and not users themselves, then such information would have a high degree of integrity.”
Wide adoption will be important, too, says John Nurthen, executive director global research at Staffing Industry Analysts. “If schools, universities, employers, skills test providers and drug screening agencies all agreed to record data on a common blockchain, we might see much more certainty added to the hiring process," he said.
So how do we get there? “Until we see the emergence of a dominant player around which consensus emerges, the promise of resume integrity will mostly remain an aspiration," Nurthen says.
Blockchain’s potential How blockchain will integrate with applicant tracking systems remains to be seen, but it could well be the next phase of ATS evolution. Imagine a system that allows candidates to direct HR right to their credentials for immediate verification.
The benefits could go beyond time saving. HR could focus on the more important strategic aspects of the profession, like employee engagement, development and retention. Blockchain has the potential to revolutionize not only how we hire, but how we dedicate HR bandwidth.
So, the author doesn't even know how to answer their own question. This whole article is a waste.
How much are AMERICAN’S lying?!?
In the tech sector, a job req will receive 1000+ responses... mostly from India... of which, 850-900 of those named on the resumes have little to no experience in the field.
The bulk of the fraudulent resumes are coming from overseas.
Just the facts
/s
I’d rather see journalists subjected to blockchain verification of their reporting...
You have to be female or minority. Truth and qualifications don't matter if a company is under scrutiny for its minority hiring practices.
OUCH!
LOL. You have no clue what you are talking about.
They all are under scrutiny from the Obama years. You indicate white, male, and you are toast. Add in 55+ and you won't even get a response.
Business can blame a lot of it on themselves. A new technology comes out and they put it out as needing 3 - 5 years experience. It isn’t even out for 1 year.
Blockchain is just a buzz word. Most people have no clue how it really works. It’s fairly easy to hack. $534 million of cryptocurrency based on blackchain technology was recently hacked in Japan. https://www.newscientist.com/article/mg23731633-500-cryptocurrency-hack-makes-off-with-500-million/ That hack did not even involve quantum computing, which is going to shatter blockchain technology. See https://finance.yahoo.com/news/commentary-technology-crack-blockchain-egg-195140449.html (Yes, I could hack most cryptocurrencies, but doing so would be immoral. I also don’t want to go to jail.)
Absolutely!
Having his academic credentials coming straight from the university is good....unless he slipped a bribe to the clerk to have his records be whatever he wanted.
When I was in the contract peogrammer game, I added a sheet to my resume which said “Technical Addendum”. I listed about 10 projects I had completed, using various code, in the various gigs I worked. I added a note to HR to “Pass this by the head of the department I will be working in. He can tell whether or not I am blowing smoke.”
Got a lot of positive responses, including one gig in a chemical plant with their “recipes” because I mentioned I worked on a Bill of Materials program.
Others said it saved them time as they answered questions they had.
No no no .. I know what Sten is talking about.
It’s these employment firms. I receive MY OWN STINKING RESUME when I post for jobs. They get a pile of them and just shotgun blast them out because they are indian pieces of you-know-what who don’t understand anything about what they are doing, they only know that if they shotgun blast these things out it will somehow allow them to live the dream life of using a toilet or taking a bath in fresh water.
I get so sick of it. They buy these blocks of resumes from recruiters and then submit them for everything in the paper.
So Blockcain is cheating by the HR department?
“The bulk of the fraudulent resumes are coming from overseas.
Just the facts“
Oh they definitely don’t have a lock on this.
I will say that there is only one answer that I’ve heard from an Indian on whether they knew x or how to do y, and that was “yes”.
Americans may not lie about facts but the puffery is incredible. Every resume I had seen even 10 years ago implied that the subject was so important that their employer’s facility itself would collapse without them. This really hurts people who really are so important that their employer’s facility itself would collapse without them :)
“I’d rather see journalists subjected to blockchain verification of their reporting...”
So would I, but who could do a subjective review on anything these days. It doesn’t exist. We live under Pravda.
The only way Blockchain solves this issue is if every school adopts what a few are doing and applying Blockchain asset/record tracking to awarded credentials.
Now your degree is public record and verifiable through an ultra-secure search.
The ability to make this standard requires all new degrees awarded through such a system AND integrating it into older credentialing programs.
All while hoping diploma mills don’t join into it and knowing that you’ll get people from a now closed college or slow adopter flagged as lying.
Yes, the whole thing has gone awry. Much to my misfortune.
Most of the time, I’ve spent longer in the industry than the age of the hack looking at my resume.
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