Resumes are one of the most important tools for evaluating the experience and skills of job candidates — but unfortunately, they aren’t always what they seem.
Amber Eastman, owner of recruiting and hiring firm Eastman Group, says exaggerations and outright lies on resumes are more common than many people realize. She says it’s critical to verify all resume information through research, conversations with past employers and co-workers and by asking candidates to elaborate on the experience and skills they cite.
A skeptical eye toward a few common resume red flags can help identify a dishonest resume, Eastman says. Here are some warning signs that a candidate is not being completely honest.
Job Title and Experience Don’t Add Up
Eastman says inflated job titles are common on resumes. If a candidate only a few years out of college or who worked for a short stint with a company claims to have held an executive position, it could be a sign of something fishy, she says. At the very least, it warrants verification and careful questioning during an interview or screening process.
“People will sometimes give themselves a grander job title, but when you see someone with three years of experience become a practice leader or CEO, there should be further investigation,” she says.
Before contacting the candidate, Eastman says, she does her own research on the individual and the industry they work in to verify as many details as possible, such as on companies where they say they worked or divisions they say were shut down to precipitate a job change.
She says that some industries present special challenges when verifying information through reference checks because they can be insular ecosystems in which everyone knows everyone else. In some cases, she says, references may be unwilling to do much beyond corroborate what a candidate says on their resume. In these situations, Eastman says she turns to her own industry sources to verify as many of the resume claims as possible and to get an outside view on what really happened.
Job History Differs from Previous Resumes or LinkedIn Profile
Job histories help potential employers accurately evaluate a candidate’s experience and abilities. If a candidate’s work history departs from a previous resume they submitted, or is different than their work history on their LinkedIn profile, it could be a red flag, Eastman says.
“We often get multiple resumes from the same people,” Eastman says. “If there are discrepancies with dates or employers, then there should be a really good, detailed and verifiable explanation.”
Vague Details of Achievements
Eastman says this red flag is most commonly seen on the resumes of applicants for sales positions, but it occurs across all industries. For example, a candidate may brag about having increased sales by 200 percent at a previous position without giving any frame of reference for what the actual sales were or whether that mark met their sales goal.
“They don’t say the prior sales numbers were $50 and they sold $200 worth, versus prior sales of $2 million and they sold $6 million,” she says.
Eastman suggests asking the candidate to offer more context for these types of claims by having them tell the detailed story behind how they achieved their goal. The full story is more likely to come out this way and may well differ from the rosy picture presented on the resume.
An Overall Lack of Specifics
Eastman says she’s leery of resumes that contain general buzzwords without any concrete details that spell out the “what, how and why” of a candidate’s experience and successes. “It could be possible the candidate just added fluff to make their experience seem more impressive,” she says.
This is commonly seen in the education portion of resumes, Eastman says, where candidates will intentionally leave out the full context of their school experience. “Often people will list schools and course of study, but not specify that they did not complete a degree or certification,” she says.
Smart employers take the extra time to double-check.
https://talentculture.com/wp-content/uploads/2018/04/Warning-Signs-How-to-Spot-Lies-or-Exaggerations-on-Resumes.jpg653980TalentCulture Teamhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team2018-05-02 07:00:432020-05-01 13:06:44Warning Signs: How to Spot Lies or Exaggerations on Resumes
For those of us in HR, the process of checking references on candidates is ingrained. We call, ask a few questions to verify dates and title, ask if the candidate is eligible for rehire, and, if we are lucky, we get some details about what type of employee the candidate was. In some ways the process is cursory and merely a way to show that we did our best to ensure we were not hiring a psychopath. Even though such an approach fulfills basic hiring practices, it does not always provide a useful tool for making a good decision about a a candidate.
In a time when many companies give out little more than an employment verification, it can be extra challenging to get a useful references. So, how can you improve your reference checks to get you the information you need to make a good hiring decision?
Just The Facts, Ma’am
There is an HR guideline out there that says that a best practice is to provide only basic information (e.g. dates of employment, last title held) when a potential employer calls to check on a former employee. The thought is that giving only objective information will minimize the risk of a former employee claiming defamation of character. For the reference checker, this unfortunately means that it may be difficult to get enough information about a candidate’s work history to make a good hiring decision.
If a company is being particularly tight-lipped about a former employee, try asking if the person is eligible for rehire. A simple yes or no can give you good information. Follow up by asking, “Why?” Although you may be speaking to someone who will be strict about answering this question, it does not hurt to ask to go beyond the basic facts.
It can be useful to have a section on the job application where the candidate gives you permission to check references. Sometimes a former employer will be more likely to speak freely if they have such a signed statement from the candidate. Former managers may also be more likely to speak if you assure them that their reference will be kept confidential from the candidate.
Rely on your network for references as well. It may be a challenge to go through formal company channels to get a detailed references, but people may be willing to speak more casually about a former employee when you do not take traditional routes. It can also be useful to have candidates provide a direct number to reach their reference. If you call someone on their personal number, they may feel more comfortable speaking freely than they would be through company channels.
Getting More Than Just Dates And Title
Verifying employment history can be an indication of whether or not someone is honest. If the candidate’s work history does not match up with the information from former employers, there could be other problems with what the candidate has told you about their skills and qualifications.
But often we need to go beyond a list of dates and titles. To get more information, treat the reference call similar to an interview. Ask open ended questions. Rather than asking if someone was good at customer service, ask, “How was this candidate when it came to customer service?” Follow up by asking for examples of how their customer service was good.
To Speak Or Not To Speak
When it comes to providing references on your former employees, consider giving out more information than just the basic facts—especially when it comes to good employees. Restrictive reference policies can sometimes hurt good employees because potential employers may have a hard time verifying what appears to be a glowing work history.
Make the decision that works best for your company when it comes to deciding what type of reference policy to create. Consider providing a few well documented and supported points about a former employee. When providing references for former employees applying to businesses you work closely with, be helpful by giving them enough information to make a good decision. Doing so will increase the chances they will be generous the next time you call to check a reference.
https://talentculture.com/wp-content/uploads/2015/06/bigstock-A-Plus-Student-Report-Card-Gra-65937334-scaled.jpg16301920Stephanie Hammerwoldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngStephanie Hammerwold2015-07-24 11:00:572020-05-30 13:32:16Checking References And Getting The Info You Need
(Editor’s Note: Want details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
“You’ve got to know when to hold ‘em, Know when to fold ‘em,
Know when to walk away,
And know when to run…” –Kenny Rogers, “The Gambler”
I knew something was wrong the moment the two men sat in front us on the bus. I was only a freshman in college, but I knew that feeling in my gut — the pinch of danger.
One asked, “You want to play a game? You’re a winner every time.” The other acted like he didn’t know the guy, but I had seen them laughing together at the bus stop before they got on.
I didn’t respond, but my friend did. “Sure, I’ll play,” he said.
“Eric,” I muttered, “I don’t think that’s a good idea.”
The instigator persisted, “C’mon man, he’ll be a winner for sure. I promise.”
The other man chimed in. “Oh, I’ve played this before. You can win. I’ll help you,” he said.
Eric ignored me and unsuspectingly dove into a round of three-card Monte, a classic street con in which victims think they’re teaming-up with a stranger to cheat the dealer — when the stranger is actually conspiring with the dealer to cheat the victim.
In less than 15 minutes, Eric lost $80. I kept telling him to stop, but between his own belief that he could win, and the dealer’s encouragement, he kept right on losing.
Hiring Decision or Jedi Mind Trick?
Time and time again throughout life, we all learn that our gut isn’t a very accurate decision maker. Yet we tend to think we can beat the odds — even when it comes to hiring the best candidate for a job. Of course, applicants don’t think of their job search as three-card Monte, but many hiring managers and recruiters assume we can pick the best candidate in a heartbeat.
In reality, recruiting and hiring data reveal a different story — the gut actually steers us wrong most of the time. Maybe empathic, balanced decision makers have a better track record (when guided by reliable data), but recruiters really can’t predict the future.
Trusting More Than Your Gut
There are better bets than soothsayers. For example, consider the Challenger sales model, from a powerful new book by CEB. Based on a survey of more than 6,000 individuals, The Challenger Sale explains how sales professionals tend to fit one of five profiles:
• Hard Worker • Problem Solver • Challenger • Relationship Builder • Lone Wolf
If you’ve been responsible for sales or marketing, you know that most of us focus on building customer relationships. It makes sense to assume that the best salespeople are relationship builders, right?
The CEB study suggests otherwise. In fact, “Challengers” are sales rock stars — they’re the only ones who consistently outperform in complex selling environments. They push customer thinking, they introduce new solutions, and they illuminate problems customers overlook.
1) Guts: We all bring intuition to the hiring table. But the real guts of recruiting comes from valid, reliable data and methods that inform our human nature. The more we know about the skills, competencies and characteristics that lead to stellar job performance, the better our decisions will be — for recruiting, hiring and retention.
2) And Glory: Hiring top performers is a process. It demands continuous review and adjustment, based on performance and retention data. It takes rigor to understand who to hire next — whether candidates are external or internal. Ultimately, that’s the critical challenge: the more you know about employees who “go all in” — those who consistently elevate their performance for your organization — the better prepared you’ll be to find a winner in your next hire.
Want to know what the TalentCulture community recommends about how to improve hiring decisions? Check the #TChat Storify highlights and resource links below. Thanks to everyone who contributed ideas — let’s keep the conversation going on Twitter and Google+.
#TChat Week-In-Review: How to Make Better Hiring Decisions
Watch the #TChat sneak peek hangout now
SAT 2/15:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief G+ hangout, where he and Chris Mursau discussed why it’s so tough for companies to choose talent. See the #TChat Preview: “Hiring Great Talent: How Do You Decide?”
#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Jean moved over to the #TChat Twitter stream, where Dr. Nancy Rubin lead our entire TalentCulture community in a dynamic open discussion focused on 5 key questions about candidate evaluation practices in today’s workplace.
See highlights from the Twitter stream the Storify slideshow below:
#TChat Insights: Hiring Great Talent: How Do You Decide?
GRATITUDE: Thanks again to Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care for sharing your perspectives on improving hiring quality. Your expertise and guidance brought depth and dimension to the #TChat discussion!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about candidate selection methods? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll take a very special look at 2014 “The Year of the Employee” with Josh Bersin, Founder and Principal of Bersin by Deloitte. See more information at #TChat Radio, and save the date: Wednesday, February 26!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
We’ll see you on the stream!
(Editor’s Note:CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)
https://talentculture.com/wp-content/uploads/2014/02/781975_23593508.jpg351700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-02-20 13:27:222020-05-27 17:02:43Hiring: A Winner Every Time #TChat Recap
The endorsement process is an evolution. What you try to do is you endorse someone that you believe in and their ideas align with yours. -Herman Cain
“It’s not what you know, it is who you know.” I’ve heard this statement throughout my college years and my career hunt. So, if everyone I know endorses me on LinkedIn, or if I email personal endorsements with my resume, will that land me the perfect job?
Recently I’ve been researching the role of social media in predicting consumer behavior. I see a connection with professional endorsements. For example, today’s technologies allow companies to track customer sentiment. According to Nielsen’s latest Global Trust in Advertising Report, 92% of consumers around the world say that they trust earned media (such as recommendations from friends or family) above all other forms of advertising.
If consumer reviews have such a significant influence on potential buyers, then surely professional endorsements carry tremendous weight with recruiters and job seekers.
But what about the new “skills endorsement” feature in LinkedIn profiles? What do these “thumbs up” stamps of approval really mean? How authentic are they? Are they considered credible? And how do they relate to more traditional professional recommendations?
I am not the only one with these questions. That’s why the TalentCulture community focused attention this week on the role of recommendations in today’s social workplace.
G+ Hangout Video: As a prelude to his appearance later in the week, Mike Dwyer, discussed the value of endorsements with TalentCulture community manager, Tim McDonald. Mike is Co-founder of QUEsocial, a social business platform that equips employees with training, content and motivation to improve their performance.
TUE 1/22 #TChat Radio Show: Our hosts continued the dialogue with Mike Dwyer – along with Marla Gottschalk PhD, an organizational psychologist, consultant, and author who focuses on advancing workplace effectiveness.
WED 1/23 #TChat on Twitter: Mike and Marla joined us again – this time on the Twitter stream – as Mike led participants through an open discussion of issues, experiences and best practices in managing professional recommendations. Representative comments are featured below…
NOTE: To see specific highlights from yesterday’s “The Power of Online Endorsements” #TChat session on Twitter, see the Storify slideshow at the end of this post.
What is the value of endorsements and recommendations online?
Tremendously valuable, but they need to be authentic. @9INCHmarketing
Endorsements SUCK. Require no effort & too many ppl are abusing them to try to garner reciprocal endorsements. @DawnRasmussen
Are all online endorsement and related activity created equal?
I feel that referrals and recommendations weigh more than endorsements. It’s not a one click free-for all. @AshLaurenPerez
+K endorsement on klout is like Linkedin endorsement. Fast and fleeting, with no context. Written endorsements prove relevance. @bryanchaney
LinkedIn endorse. would make more sense if they had engagement portion where you could see discussion about person/brand taking place. @rezlady
How should leaders interpret online recommendations and endorsements?
Consider the source. Probably best not take at face value. @TomBolt
As an initial filter it will probably speed up recruitment, but, I still prefer meeting people to make an accurate choice. @EnZzzoo
When do *you* endorse a fellow professional online?
Endorsements are nice but in prefer calling people and talking business. @levyrecruits
I have to know someone personally to endorse them and have something significant to say to recommend them. @nancyrubin
How is tech changing the nature and value of endorsements and recommendations?
Tech will increasingly become the norm. For delicate HR placements it will never replace a genuine CV and interview…I hope. @EnZzzoo
While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. @tamcdonald
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: A nod to Mike Dwyer and Marla Gottschalk PhD for your leadership this week. The TalentCulture community would recommend you anywhere, anytime!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about professional endorsements or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we examine “Diversity of What?” – a fresh take on diversity in the workplace. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 29, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 30, at 7pm ET. Look for more details on Monday, January 28 via @TalentCulture and #TChat.
My work “world” – see you on #TChat in a few! http://pic.twitter.com/T91vlDnjMichael!
Collector’s Item! RT @rmcgahen I do! RT @DaveTheHRCzar: @nancyrubin u want 1 of these? http://twitpic.com/bxpib9 #TchatNancy Barry-Jansson
Q1: What is the value of endorsements and recommendations online, whatever the context? #TChatMike Dwyer
A1 Too many fast & frenzied endorsements going on. Wait and see which flourish and which fade away. #TChatEnzo Guardino
A1: Endorsements are a measure. It is a valid measure as long as you don’t focus on that. #tchatMarcio Saito
A1. it can help you gauge if someone has the credentials you are looking for #tchatKimPope
A1: Peer validation is important, as long as it’s accurate. #TChatKevin W. Grossman
A1: I usually take them like I take movie reviews. Listen, but in the end want to make up my own mind. #TChatchrys peterson
A1: If you play “you scratch my back, I’ll scratch yours” don’t endorse anyone. That’s not how the game is played #tchatJen Olney
A1 A recommendation via Twitter is great if you know why the person is being recommended as someone to follow #TChatHolly Chessman
A1. The most valued endorsements are from people that have not been formally asked to give one #tchatMichael Danubio
A1: An online endorsement is like the frosting on top of your career cake. It won’t stand up without real experience. #tchatBryan Chaney
A1: If the endorsement is genuine and from an authoritative source, it is meaningful. But ‘gamification’ def detracts from value. #tchatMark Salke
A1: I gave honest recommendation to someone on #LI. When she said she would endorse me back I told her not to dilute it by doing that #TChatTom Bolt
A1: I really VALUE the recommendations I have from past managers, colleagues, clients, etc. #REAL #TChatNancy Barry-Jansson
A1. It’s a public acknowledgement of your a: existence b: professional value (if provided by a legit source) #tchatSalima Nathoo
A1: I worry about that subjectivity bias that causes poor references to be worse and great references to be a tad unbelievable #TchatDan Schultz
A1: I’ve never read a recommendation for anyone on LI. It’s just like when checking references for a job – a waste of time. #tchatRob McGahen
A1. The real power of endorsements is internal, strengthens belief and passion for your vision and purpose. #BrandYou #tchatMichael Clark
A1) The most meaningful recommendations I’ve received? Those I’ve never solicited. They mean THE WORLD. #tchatExpertus
A1: Reward employees for the work they’ve done by giving them work they want and are capable of. Give them wings. #tchatBessie Rousselle
A1: Endorsements & recommendations that are REAL are social proof that U R who U say U R, do what U say U can do @Cruiter #TChatNancy Barry-Jansson
A1 The skills endorsement was some adroit marketing by LinkedIn #Overheard on #Tchat radioDave Ryan, SPHR
A1 Endorsements on LinkedIn are not terribly useful but real recommendations are #TChatHolly Chessman
A1 Endorsements are one way we can support each other, personally & professionally #TChatClaire Crossley
A1. They are best when the come from well informed people who know you well, their credibility comes through #tchatGuy Davis
A1. #TChat Tremendously valuable, but they need to be authentic.Stan Phelps
A1 They can help define your skill set online. An important career development step. #tchatMarla Gottschalk PhD
Q2: In the world of work, are all online endorsements and related activity created equal? Why or why not? #TChatMike Dwyer
A2: I find them more valuable when the endorsement comes from someone who managed the person directly #tchatWill Staney
A2 I haven’t take time to endorse all who deserve it—it’s too much. So the whole concept is too random right now. #tchatStephen Abbott
A2: Online Recommendations take more effort and carry more cred #TchatDan Schultz
A2 – or a client as well. I am also somewhat skeptical of people who endorse each other (scratch my back and I’ll scratch yours) #tchatmatthew papuchis
A2-endorsements, etc without performance examples are still nice but they’re really nothing but vacuous platitudes #tchatSteve Levy
A2 We have to start somewhere – and we have a long way to go! Endorsements are just the start. #tchatMarla Gottschalk PhD
A2: What about resumes that list way too many skills? Skills endorsed have to matter and not clutter #tchatChristopher Yeh
A2: If it is on LinkedIn, the value comes from if the person knows the company/person giving the rec. = crediblity #TChatLori~TranslationLady
A2: I think one from a supervisor or someone in a “senior” position have more weight vs. a peer. Just my initial reaction. #tchatmatthew papuchis
A2 Online endorse not as valid as by client or startup whose bottom line increased via my help :-) #tchatCASUDI
A2 Endorsements are only as good as the people who give them, so not all are created equal. #TChatMike Dwyer
A2: No, endorsements are stronger when they come from credible sources. Big difference between a friend and a former manager. #tchatBright.com
A2. In the world of work? Doubtful – in the world of B2B or B2C? Probably (or can we separate the two?) #TChatSusan Avello
A2. Again, I feel the on-line recommendations are nice to have but I’ll never make a decision on those. Backdoor reference trumps. #tchatMichael Danubio
A2: Sadly, just as in the world of #leadership, we give more value to endorsements based on certain positions than others #TChatAndrew Henck
A2: It’s all about WHO provided the endorsement/recommendation. Needs to be authentic/legit/thoughout #tchatGoldbeck Recruiting
A2 Not sure, but I would think that the weight of the endorsement will heavily depend on the person recommending. #TChatEnzo Guardino
A2: The platform doesn’t matter; the person who provides the endorsement / recommendation does. #tchatDawn Rasmussen
A2: In a job search, those that are from previous employers and bosses probably hold a little more water than from peers. #TChatKevin W. Grossman
A2 Are you hiring someone? Are you prospecting? Are you making friends? Different recs can serve diff purposes #TChatHolly Chessman
A2: Written recommendations => read the words. Is it sincere? Push-button endorsements => too easy. Why wouldn’t they invest more? #TChatTom Bolt
A2. I feel that referrals and recommendations weigh more then endorsements. It’s not a one click free-for all #tchatAshley Lauren Perez
A2 I always wonder if anyone looks at my Klout or Kred score. I don’t. #tchatMarla Gottschalk PhD
Q3: How should leaders interpret online recommendations & endorsements? What is the value? #TChatMike Dwyer
A3. Being and doing the best #BrandYou is the most powerful endorsement. #tchatMichael Clark
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3. Checking out a persons blog can give u insight as to how they think – don’t look at mine #TchatDave Ryan, SPHR
A3 Endorsements & esp. recommendations show you have credibility & that others are confident in your skills, reliability & work ethic #TChatMarc Cibulka
A3: I think the only reason why employers want references, is so they can check the box. STOP CHECKING BOXES!! #tchatRob McGahen
A3: Leaders recognize them as qualitative input. To be given their due consideration as such. #tchatMark Salke
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
A3. it can back up some of the things people say. you can be ANYONE you want online – it can help prove you’re legit #tchatAshley Lauren Perez
A3 There could be value for mentors-mentees. Taking the time to write a recommendation is more valuable than simply endorsing. #TchatGoldbeck Recruiting
A3: Consider their own LI recommendations/endorsements – note the roles & weigh that against job description #TChat @CruiterNancy Barry-Jansson
A3: Online recommendations etc should be valued equal to the amount of time it takes to do. Just a click, just throw it away. #TChatAndy Phillips
A3: A very big grain of salt. Not all online endorsements ring true #tchatJen Olney
A3: Leaders interpret online recommendations: We should be aware of the tools (e.g. Klout) & their limitations. Use caution. #tchatD. Scott Smith
Do our words not hold the same weight in digital as they do out loud? Mine written words are more weighty, in fact. A3 #tchatJocelyn Aucoin
A3. Verify against overall digital and social footprint to see if endorsements align w/ voice and engagement. #tchatSalima Nathoo
A3: It helps to tell a subjective story about the individual they’re reviewing and who the individual is connected to. #TChatKevin W. Grossman
A3 An open & creative leader new to working with an employee could use them to gain insight into ee if meaningful recent & sincere. #tchatJamieAinDC
A3) I think recommendations can be valuable on an intranet – for example – putting them to work in a context (what do you think?) #tchatnancyrubin
A3. Leaders should give endorsements a quick scan, nothing more. #tchatMichael Clark
A3 Online recommendations are a good way to see if its worth starting a conversation with someone – but it’s not the end point #TChatHolly Chessman
A3. Everything you discover should lead to a conversation where you corroborate and refine what you intuit. #tchatJustin Mass
A3: Online recs & endorsements should be taken with a grain of salt, maybe used as a starting off point for reference checks. #tchatBright.com
A3: Take it with a grain of salt #TChatAndrew Henck
A3 #tchat the vakue is in the passion and differentiation/authenyicity of the endorsement, if it strikes a chord, worth pursuingdiane mcwade
Q4: When do *you* endorse a fellow professional online? What criteria do you use? #TChatMike Dwyer
A4. I don’t do on-line reco’s. It’s just easier to say no to everyone than yes to some and not others. It’s a cop out for sure #tchatMichael Danubio
A4 I only recommend someone I personally know well, produced top quality work with and all the while truly enjoyed the experience. #TChatMarc Cibulka
A4: Confession: I’ve ignored req. for endorsement: I hadn’t see their work…yikes, didn’t I make a reference to ostriches last week?!! #TchatLori~TranslationLady
A4: I’ve recommended a few ppl on LI. Those who inspire me and who I’ve worked (note: past tense) w/ face-to-face. #tchatBob Merberg
A4. I would like to offer each of you an endorsement for awesomeness right here and now. #tchatMichael Clark
A4: I see people in 3D. I like to cut through the “sheen” and FAST :-) Heart, Smarts and *Credibility* is what is important. #TChatMeghan M. Biro
A4: I will provide an unsolicited endorsement for a colleague who I know and trust for a skill I have seen demonstrated. #tchatMark Salke
A4 only when i know the person, know that they have demonstrated the skill and know they are on the job hunt. To help them out #tchatAidan Daly
A4: I endorse only those I have worked with and believe they would represent my recommendation well. #tchatSalary School
A4: When do *you* endorse a fellow professional online? <--Following a recent interaction (relevant & real time) #tchatD. Scott Smith
#tchat A4 when you have had enough interaction to determine their authenticity, their own knowledge, their reactions etc!MySageAdvice(TM)
A4: In Linkedin I only endorse people I’ve worked with. I believe most people do that. Trust the community. #tchatMarcio Saito
A4 I endorse when I worked directly with the person and I can evaluate his skills #tchatAhmed Abdel-Aliem
A4: if they endorse me first :) J/K – I will endorse if someone has established consistently high competence in certain area #tchatmatthew papuchis
A4. How long have I known them, what is our relationship, work, prof assoc, student emply, colleague, how do I know their skills #tchatGuy Davis
A4 On LI I only endorse people I’ve actually worked with or know well. On Twitter I recommend people I admire & connect with #TChatHolly Chessman
A4: Endorse people when I have gotten to know them and feel comfy extending my brand credibility to include them. #tchatDawn Rasmussen
A4: If someone I know is looking to fill a position and I know someone that may be a good fit. #tchatRob McGahen
A4 I endorse unsolicited, and only when I really know that person is good at that skill #TchatChristopher Yeh
A4) I have to know someone personally to endorse them and have something significant to say to recommend them #tchatnancyrubin
A4 Only current associates (people can change over time). Or a service that I’ve actually experienced. #TChatEnzo Guardino
A4. I make sure I endorse people for what I legitimately dealt with when working with them. #tchatAshley Lauren Perez
A4 #tchat I never endorse folks I do not know/value and I never share with the nework as an option, what is the point? It is reputationaldiane mcwade
A4 I must have had a cocktail with someone to endorse them #TchatDave Ryan, SPHR
A4: I only recommend when I’m asked to, and I reciprocate when I’m given one. But I haven’t dabbled in endorsements to date. #TChatKevin W. Grossman
Q5: How is tech changing the nature & value of endorsements & recommendations? #TChatMike Dwyer
A5 As many of you wonderful people have said, nothing beats the power of a recommendation / referral based on in-person experience :) #TChatMarc Cibulka
A5 whatever happened to picking up the phone and checking in with the person’s endorser? You can tell a lot from tone of voice!! #tchatAidan Daly
A5: I remember recommendations someone took the time to think about and type out on paper. Seemed more meaningful. #tchatBob Merberg
A5: Technology has put an even greater emphasis on endorsements, forcing us to look at experiences across the board #tchatAlex Theis
A5: Let’s GET CLEAR on the difference between “endorsements” and “recommendations” on #LinkedIn #Justsayin #TChatMeghan M. Biro
A5: More tech gives us the ability to start to be more discriminate with who we trust and how we will wield our endorsement of others #tchatJen Olney
#tchat A5: It makes it convenient but unfortunately a lot of it can be skewed too.Mike Chuidian
A5 It’s doubled-edged. On one hand it takes less time so people can write more meaningful recommendations. On the other, saturation #tchatChristopher Yeh
A5: The easier the endorsement is to perform, the less value there is in it. Technology is making it TOO easy. #TChatLori~TranslationLady
A5. Watering them down, making them too easy, eliminating thought and discretion. #tchatMichael Danubio
A5) While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. #tchatTim McDonald
A5. Some great pros I work with in prof assoc once a year, tech makes it easier for us to keep in touch and get to know their skills #tchatGuy Davis
A5. Tech can def help you find more qualified people quicker than by searching via word-of-mouth. Recmd/endorsements can back up cred #tchatKimPope
A5 – alas I fear too many online endorsements lack credibility – and it’s getting worse #TChatSylvia Dahlby
A5 A lot of the #SM stuff is turning into noise #TchatDave Ryan, SPHR
A5 Tech or no tech, any endorsement, recommendation, a shout-out, should be authentic! #TChatClaire Crossley
A5 when tech is foisted upon a process that is broken – without reengineering te process – the result is automated inefficiency #tchatSteve Levy
A5 makes it easier, which isn’t necessarily good. Can mean less thought goes into the endorsements/rec. Can get lazy!! #tchatAidan Daly
A5: It definitely makes it much easier to do so!! #Tchatrecruiterbox
A5 It makes you wonder what happens to those who haven’t adopted the tech to be endorsed/recommended #TchatGoldbeck Recruiting
A5: Tech has made endorsing / recommending easier but that doesn’t mean we should lower the bar! #linkedin #endorsements #tchatStacy Donovan Zapar
A5 #tchat it is destroying it, has no proper validation/risk assessment guidelines attached, needs curtailment, else true professionals diediane mcwade
A5: Tech is changing endorsements / recommendations to make them dumber (uh, easier) to do. #tchatDawn Rasmussen
A5: A well thought-out composed recommendation vs. a “click” and yes we are moving on to the next person. Hmmm… #tchatDawn Rasmussen
A5 Tech makes it easier to find people but that’s where the real work begins – then u have to get to know them #TChatHolly Chessman
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-23 20:12:222020-05-25 16:14:41The Social Side of Professional Endorsements: #TChat Recap
Brand is something that cuts both ways in the recruiting business. Candidates have personal brands – we talk about that a lot on the TalentCulture blog – and companies have brands. A company’s brand directly relates to it’s workplace culture. An excellent (and disturbing) article by David Lee on ERE.net has me thinking about the perils of brand abandonment – those moments when people, or companies, stop paying attention to the messages they’re sending out when they are hiring and retaining talent.
Brand, the way I talk about it with candidates, is a shorthand way of presenting yourself to others. It’s more than an elevator pitch, but it relies on the same idea: a condensed and polished presentation of a few key facts about you and why you’d be a good employee. As I’ve written here, a personal brand should present your skills, interests, personality attributes and values in a coherent manner that will be compelling and authentic to recruiters and hiring managers.
For companies the process isn’t that different. An organization/workplace may start with a mission statement, then move on to values and objectives, but the point of the exercise is the same: to create a compelling, credible, and authentic collective persona – a culture brand – that is compelling to customers, investors and valuable employees. Of course, we know workplace culture is so much more than a mere mission statement. Healthy organizations strive to make their brand consistent on all angles.
But sometimes, when you’ve worked to establish your brand, you start to believe the shorthand version. You drink the Kool-Aid. You stop listening, stop monitoring how people react, and stop thinking about the value of your brand.
Lee’s article describes a survey in which candidates describe horrific, dispiriting experiences they had with prospective employers. Read the article for particulars, but the net is this: treating candidates poorly at any point in the recruiting process leaves them with a bad impression of your company. It’s brand abandonment, and it’s completely avoidable.
Brand abandonment is a real risk for career seeking candidates as well.
Here are a few points of risk:
Social Media and TMI
Social media can be the enemy of brand for a job seeker. We’ve all heard the stories of candidates being screened out for Facebook and Twitter posts. Don’t put anything on social media you wouldn’t tell your grandmother. The not-cool grandmother. I’m not saying do not be authentic and interesting. If your not-cool grandmother does not accept your unique personality well then – perhaps we can ignore her. I want you to be you! Just be thoughtful. Protect yourself here.
Poor Interview Technique
Talk about what you can do for the employer. In an interview situation you need to reinforce the links between your brand value and the company’s brand, without being narcissistic. Don’t reveal details that aren’t relevant. You may have been an Eagle Scout, but that was then and this is now. Listen, don’t just talk.
Improper (or no) Follow up
It is absolutely imperative to follow up with a thank you note. Unless part of your personal brand is being rude, there’s no excuse for not saying thank you. No scented pink paper, check your spelling, sum up the key takeaway of the interview – What you learned about the company, why you’d be the right candidate, why it’s the right company/fit.
Check Your References Before the Interviewer Does
Don’t count on the boss you had three jobs ago for a great reference – make sure you’ll get one by making a call and running through what you need in a reference and what he or she is comfortable saying. Don’t trust your brand to someone else: make sure you’re on the same page before you hand out names and phone numbers.
Brand is a responsibility. It takes care, constant monitoring and periodic refreshes. You are your personal brand. And companies need to stay present and take full responsibility for their brand behaviors by being consistent and sensitive to the messages they are sending career seekers about their workplace culture. Bottom line: Use what you’ve got to keep it shiny and fresh.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2010-10-22 10:02:122020-05-20 16:33:47Perils of Brand Abandonment: Strive for Shiny, Fresh and Authentic
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