Everyone tells a little white lie every now and again.

But how often do you think people stretch the truth on their resume? The answer may surprise you…or not.

The Facts About Fictitious Resumes

According to a U.S. survey, nearly half of workers know someone who was dishonest on their resume. Developed by OfficeTeam, a Robert Half company, and conducted by independent research firms, the survey included responses from over 1,000 workers, aged 18 or older—of which more than 300 were senior managers—at U.S. companies with 20 or more employees.

Almost half of workers (46 per cent) polled said they know someone who included false information on a resume, a 25-point jump from a 2011 survey. Job experience (76 per cent) and duties (55 per cent) were cited as the areas that are most frequently embellished.

Caveats For Consideration

“It may be tempting to stretch the truth on a resume to stand out, but even small misrepresentations can remove an applicant from consideration for a position,” said Brandi Britton, a district president for OfficeTeam.

Fifty-three percent of senior managers suspect candidates often stretch the truth on resumes, and 38 percent said their company has removed an applicant from consideration for a position after discovering he or she lied.

The research also revealed demographic differences. More male workers (51 percent) know someone who’s lied on his or her resume than their female counterparts (39 percent). Fifty-five percent of employees ages 18 to 34 can name a person who fibbed on this document, the most of all age groups.

Five Signs To Raise Concern

Here are five signs a job seeker may be lying on a resume and offers tips for confirming details:

1. Skills have vague descriptions. Using ambiguous phrases like “familiar with” or “involved in” could mean the candidate is trying to cover up a lack of direct experience. To assess a worker’s abilities, conduct skills testing or hire the person on a temporary basis before making a full-time offer.
2. There are questionable or missing dates. Having large gaps between positions or listing stints by year without months can be red flags. Inquire about the applicant’s employment history during initial discussions and ask references to validate timelines.
3. You get negative cues during the interview. A lack of eye contact or constant fidgeting may suggest dishonesty, but don’t eliminate a promising candidate by making a judgment based solely on body language. Consider the individual’s responses to your questions and feedback from other staff members who met him or her.
4. References offer conflicting details. Ask initial contacts about additional people you can speak to about the prospective hire. Also check if there are connections in your network who can provide insight about the candidate.
5. Online information doesn’t match. Don’t always take what you find on the Internet at face value. There may be multiple professionals with the same name or legal issues with how the information can be used. Verify facts during the interview and reference check processes.

OfficeTeam, a Robert Half company, is the nation’s leading staffing service specializing in the temporary placement of highly skilled office and administrative support professionals. The company has 300 locations worldwide. Source of article – Robert Half