St. Louis Job News and Opportunities
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St. Louis Jobs News and Opportunities

Employers Share Most Memorable Lies on Resumes
ST. LOUIS, MO, (SLFP.com), August 10, 2014 - The pressure to stand out in a sea of applicants may tempt job seekers to be less than honest on their resumes, but is it worth the risk?

Fifty-eight percent of hiring managers said they've caught a lie on a resume; one-third (33 percent) of these employers have seen an increase in resume embellishments post-recession.

Half of employers (51 percent) said that they would automatically dismiss a candidate if they caught a lie on his/her resume, while 40 percent said that it would depend on what the candidate lied about. Seven percent said they'd be willing to overlook a lie if they liked the candidate.

"Trust is very important in professional relationships, and by lying on your resume, you breach that trust from the very outset," said Rosemary Haefner, vice president of human resources at CareerBuilder. "If you want to enhance your resume, it's better to focus on playing up tangible examples from your actual experience. Your resume doesn't necessarily have to be the perfect fit for an organization, but it needs to be relevant and accurate."

When asked about the most unusual lie they've ever caught on a resume, employers recalled:

Applicant included job experience that was actually his father's. Both father and son had the same name (one was Sr., one was Jr.).
Applicant claimed to be the assistant to the prime minister of a foreign country that doesn't have a prime minister.
Applicant claimed to have been a high school basketball free throw champion. He admitted it was a lie in the interview.
Applicant claimed to have been an Olympic medalist.
Applicant claimed to have been a construction supervisor. The interviewer learned the bulk of his experience was in the completion of a doghouse some years prior.
Applicant claimed to have 25 years of experience at age 32.
Applicant claimed to have worked for 20 years as the babysitter of known celebrities such as Tom Cruise, Madonna, etc.
Applicant listed three jobs over the past several years. Upon contacting the employers, the interviewer learned that the applicant had worked at one for two days, another for one day, and not at all for the third.

Additionally, most employers (86 percent) typically have more than one employee review candidates' resumes, with 65 percent saying two or three people go over each resume. Twenty-one percent say resumes are reviewed by four or more employees before a decision is made.


Number of Employers Passing on Applicants Due to Social Media Posts Continues to Rise
ST. LOUIS, MO, (SLFP.com), July 6, 2014 - More employers are turning to social networking sites to find additional information on potential candidates - and they're not entirely impressed with what they're seeing.

A new survey from CareerBuilder found that 51 percent of employers who research job candidates on social media said they've found content that caused them to not hire the candidate, up from 43 percent last year and 34 percent in 2012.

Forty-three percent of employers use social networking sites to research job candidates, up from 39 percent last year and 36 percent in 2012. Additionally, 12 percent of employers don't currently research candidates on social media, but plan to start, according to the national survey, which was conducted online by Harris Poll on behalf of CareerBuilder from February 10 to March 4, 2014, and included a representative sample of 2,138 hiring managers and human resource professionals, and a representative sample 3,022 full-time, private sector workers across industries and company sizes.


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Beyond Social Networking

Employers aren't limiting themselves to social networks when it comes to researching candidates' web presences. Forty-five percent of employers use search engines such as Google to research potential job candidates, with 20 percent saying they do so frequently or always. Additionally, 12 percent of employers say they've reviewed a potential job candidate's posts or comments on Glassdoor.com, Yelp.com or other ratings sites.

Helping or Hurting?

So what are employers finding on social media that's prompting them to eliminate candidates from consideration? The most common reasons to pass on a candidate included:

Job candidate posted provocative or inappropriate photographs or information - 46 percent
Job candidate posted information about them drinking or using drugs - 41 percent
Job candidates bad-mouthed their previous company or fellow employee - 36 percent
Job candidate had poor communication skills - 32 percent
Job candidate had discriminatory comments related to race, gender, religion etc. - 28 percent
Job candidate lied about qualifications - 25 percent
Job candidate shared confidential information from previous employers - 24 percent
Job candidate was linked to criminal behavior - 22 percent
Job candidate's screen name was unprofessional - 21 percent
Job candidate lied about an absence - 13 percent

However, one third (33 percent) of employers who research candidates on social networking sites say they've found content that made them more likely to hire a candidate. What's more, nearly a quarter (23 percent) found content that directly led to them hiring the candidate, up from 19 percent last year.

Many workers and job seekers are taking measures to protect their privacy and avoid over-sharing with potential employers. Nearly half (47 percent) of workers only share posts with friends and family, 41 percent have their profile set to private, and 18 percent keep separate professional and personal profiles. Twenty-eight percent of workers say they don't use social media.


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