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<p>Read a <a data-mce-href="https://www.linkedin.com/feed/update/urn:li:activity:7380957526210551809/" href="https://www.linkedin.com/feed/update/urn:li:activity:7380957526210551809/">LinkedIn Post</a> today about a company who added an identity verification step to their job application portal to knock out fake applications. Applications went from 1600 per day to 200. They were so very pleased with themselves.&nbsp;</p><p>Adding identity verification might address an ontological (identity) error - “Hiring a Ghost”</p><p>But it doesn’t solve the epistemic (qualification) error - “Hiring an Actor” when real people submit fake or embellished details.</p><p>(Yes, I had to look up how to spell those two words.)</p><p>I would bet that this change introduces more Type I error - “Not Hiring the Great,” when strong candidates abandon their application after seeing the identity verification requirement that early in the process.&nbsp;</p><p>Hell, I know great people that won't apply to jobs when the companies use Workday as their ATS. Adding friction might reduce volumes, but you'll likely also reduce average candidate quality.&nbsp;</p><p>&nbsp;I know I’m always *thrilled* to do another one of those ID verifications they’re - like CAPTCHAs, but with a walrus mustache.&nbsp;</p><p>Recruitment is, and always will be, a people business. I believe that recruitment teams must use new tools and techniques to:<br>&nbsp;1) Identify the most likely-to-fit candidates (since fewer than 1% of applicants are truly are qualified anyway) and dig in on those candidates using the time otherwise wasted spent on the rest.<br>&nbsp;2) Authenticate those who move forward in the process, not with machines, but with documents, references and straight up human to human due diligence.</p><p>After all, when was the last time an apparition showed up to meet you for an in-person interview? I've interviewed many more actors than ghosts, but then again, the ghost stories are much more memorable.&nbsp;<br>&nbsp;<br>What do you think? Should we just make the application process harder?<br>How far do we take this - charge a refundable application fee?<br>Only accept applications by fax or (gasp) snail mail?</p>

The New Law of Unintended Consequences.

Text "SUPERSTAR" with a star in the background. 3d rendering.

<p>Marc Lore, CEO of Wonder emphasized that hiring rock stars is the foundation of his success and explained how his approach has evolved after hiring thousands of people. &nbsp;<br>&nbsp;<br>A key takeaway: a one-hour interview is not enough to identify top performers. Instead, Lore relies on analyzing career trajectories to identify patterns of excellence.&nbsp;<br>&nbsp;<br>What defines a superstar resume?&nbsp;<br>Demonstrable success: Clear achievements at every job.&nbsp;<br>Multiple promotions: Staying long enough to be recognized and elevated.&nbsp;<br>Big moves, not lateral shifts: Superstars leap to better opportunities, not just better pay.</p><p>Read the entire article<a data-mce-href="https://techcrunch.com/2024/11/24/entrepreneur-marc-lore-on-founder-mode-bad-hires-and-why-avoiding-risk-is-deadly/?guccounter=1&amp;guce_referrer=aHR0cHM6Ly9sbmtkLmluLw&amp;guce_referrer_sig=AQAAABWuMpDBDAhMhaOlTMySPicvHqxVoiyAV6AxdGcdfEGJvIPMzZOCKtXfYEBdgHAA14sdDfGrrpj7QrZoxd0QSWRCxPvDmwk-mD-SWJx03wqqdkYW_AsIn7cSoEt1hNB1M-CW4JrHl6msPz7W2haaUu0mej78hWzIkT3Mz3SNNtzo" href="https://techcrunch.com/2024/11/24/entrepreneur-marc-lore-on-founder-mode-bad-hires-and-why-avoiding-risk-is-deadly/?guccounter=1&amp;guce_referrer=aHR0cHM6Ly9sbmtkLmluLw&amp;guce_referrer_sig=AQAAABWuMpDBDAhMhaOlTMySPicvHqxVoiyAV6AxdGcdfEGJvIPMzZOCKtXfYEBdgHAA14sdDfGrrpj7QrZoxd0QSWRCxPvDmwk-mD-SWJx03wqqdkYW_AsIn7cSoEt1hNB1M-CW4JrHl6msPz7W2haaUu0mej78hWzIkT3Mz3SNNtzo"> here</a></p>

How to Identify Superstars: Insights from Marc Lore

AI recruiting technology concept. Using artificial intelligence in the talent acquisition process. A robot choosing business people to hire. HR technology ecosystem strategies for HR professionals.

<p><img id="xm0dw29nmm5g1zaoz" src="https://media.gettyimages.com/id/1158769347/photo/professional-real-estate-agent-shows-bright-new-apartment-to-a-young-couple-successful-young.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ARY4FWMWI-aff757s4H1s6akqFKsONtxFLoCzCRu5aw=" alt="Professional Real Estate Agent Shows Bright New Apartment to a Young Couple. Successful Young Couple Ready to Become Homeowners. Spacious Bright Home with Big Windows." title="Professional Real Estate Agent Shows Bright New Apartment to a Young Couple. Successful Young Couple Ready to Become Homeowners. Spacious Bright Home with Big Windows." class="object-cover bg-gray-100" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1158769347/photo/professional-real-estate-agent-shows-bright-new-apartment-to-a-young-couple-successful-young.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ARY4FWMWI-aff757s4H1s6akqFKsONtxFLoCzCRu5aw=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></p><p>In 2003 we were moving from the East&nbsp;Bay to San Francisco and attended an open house for a cozy apartment in Noe Valley. The landlord, Van—an Alabama transplant—had a stack of paper applications from other interested renters. We arrived late in the showing, filled out our form, and added it to the stack, thinking our odds were slim. &nbsp;<br>&nbsp;&nbsp;<br>To our surprise, Van called the next day and offered us the place. It felt great, especially as newcomers to the U.S. with limited credit history. I asked him what made him choose us—was it our charm, our professions, the fact that we were Canadian? &nbsp;<br>&nbsp;<br>&nbsp;<br>Van simply replied in his Alabama drawl, "You were on the top of the pile." &nbsp;<br>&nbsp;<br></p><p>I was reminded of this event while reading a recent <a href="https://www.businessinsider.com/hiring-broken-linkedin-ai-fix-fewer-jobs-resume-spammers-2024-10%C2%A0" data-mce-href="https://www.businessinsider.com/hiring-broken-linkedin-ai-fix-fewer-jobs-resume-spammers-2024-10%C2%A0">Business Insider article</a> highlighting the challenging reality job candidates face today. According to the article, "The best tool for job hunters is speed. Applying as soon as jobs are posted gives candidates a better shot than applying to hundreds of roles." &nbsp;<br>&nbsp;<br>&nbsp;<br>In a perfect world, candidate quality alone would determine success. But in today’s market, recency bias (or the advantage of “first to be reviewed”) will affect the outcome—sometimes, just being at the top of the pile is a determining factor in getting an interview. &nbsp;<br>&nbsp;<br>&nbsp;<br><br></p>

From Apartment Applications to Job Offers: The Power of Being First

HR, Human resources management concept. Recruitment, Employment, Headhunting, Team building.

<h2>Understanding the Prevalence of Lying in Job Applications</h2><p>In today's competitive job market, the pressure to stand out is immense. For some, this means embellishing certain aspects of their resume or even outright lying. </p><p>According to <a data-mce-href="https://resumelab.com/career-advice/lying-to-get-a-job" href="https://resumelab.com/career-advice/lying-to-get-a-job">recent survey</a> from ResumeLab, it's estimated that nearly 70% of job seekers have lied on their resumes at some point. This statistic might seem surprising, but it underscores a significant issue in the hiring process - the candidate due diligence process is clearly broken. &nbsp;</p><figure id="figure-4ig6qijlebm5fyr9iu"><img id="4ig6qijlebm5fyr9iu" src="https://cdn.durable.co/getty/34vTBWsbwuvsHbimWqyHKDADwZRb5Vu195E65AnqQS4XWDZtKR6b5gsoYveBGA8m.jpeg" alt="resume deception" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/34vTBWsbwuvsHbimWqyHKDADwZRb5Vu195E65AnqQS4XWDZtKR6b5gsoYveBGA8m.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h2>The Most Common Lies Told by Job Seekers</h2><p>Understanding what candidates are most likely to lie about can offer insights into the pressures they feel. The most common areas where job seekers exaggerate or fabricate include:</p><ul><li><strong>Education:</strong> Inflating GPA scores or claiming degrees not earned.</li><li><strong>Work Experience:</strong> Extending employment dates or enhancing job responsibilities.</li><li><strong>Skills:</strong> Listing proficiency in software or languages that they barely know.</li></ul><h2>Resume Embellishment is Rampant</h2><table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;"><tbody><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;"><strong>Education Attainment Level</strong></td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;"><strong>Respondents who lie frequently</strong></td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;"><strong>Respondents who lied once or twice</strong></td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;"><strong>Total&nbsp;</strong></td></tr><tr><td style="width: 35px;" data-mce-style="width: 35px;">Masters or Doctoral Degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">58%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">27%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">85%</td></tr><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">Bachelor or Associates Degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">30%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">33%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">63%</td></tr><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">No college degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">29%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">42%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">71%</td></tr></tbody></table><h2>Lying during Interviews is Common</h2><table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;" data-mce-selected="1"><tbody><tr><td style="width: 25%;" data-mce-style="width: 25%;"><strong>Education Attainment Level</strong></td><td style="width: 25%;" data-mce-style="width: 25%;"><strong>Respondents who lie freqently</strong></td><td style="width: 25%;" data-mce-style="width: 25%;"><strong>Respondents who have lied once or twice</strong></td><td style="width: 25%;" data-mce-style="width: 25%;"><strong>Total</strong></td></tr><tr><td style="width: 35px;" data-mce-style="width: 35px;">Masters or Doctoral Degree</td><td style="width: 25%;" data-mce-style="width: 25%;">63%</td><td style="width: 25%;" data-mce-style="width: 25%;">25%</td><td style="width: 25%;" data-mce-style="width: 25%;">88%</td></tr><tr><td style="width: 25%;" data-mce-style="width: 25%;">Bachelor or Associates Degree</td><td style="width: 25%;" data-mce-style="width: 25%;">38%</td><td style="width: 25%;" data-mce-style="width: 25%;">38%</td><td style="width: 25%;" data-mce-style="width: 25%;">76%</td></tr><tr><td style="width: 25%;" data-mce-style="width: 25%;">No college degree</td><td style="width: 25%;" data-mce-style="width: 25%;">31%</td><td style="width: 25%;" data-mce-style="width: 25%;">53%</td><td style="width: 25%;" data-mce-style="width: 25%;">84%</td></tr></tbody></table><p><br></p><h2>Conclusion: Do More Due Diligence</h2><p>The 2023 data underscores a critical issue in the hiring landscape: more than ever, to find the best people, hiring managers need to trust, but verify. &nbsp;</p>

The Truth About Lying to Get a Job: Insights from 2023 Data

<p>At the dawn of the 20th century, an advertisement appeared in a London newspaper that has since become a symbol of bravery, authenticity, and leadership. Though its authenticity remains debated, the ad is famously attributed to Sir Ernest Shackleton, the legendary Antarctic explorer. The text reportedly read:</p><p><em>“Men wanted for hazardous journey. Small wages, bitter cold, long months of complete darkness, constant danger, safe return doubtful. Honor and recognition in case of success.”</em></p><h2>The Power of Authenticity</h2><p>The genius of the Shackleton advertisement lies in its authenticity. &nbsp;The ad does not sugarcoat the perilous journey that awaited volunteers; instead, it presented the realities of the job in a straightforward way. This honesty and transparency were likely what attracted the right kind of individuals—those who were seeking more than just a job, but a life-changing experience.&nbsp;</p><h2>The Role of Courage</h2><p>Courage is a central theme in Shackleton's advertisement. The acknowledgment of "constant danger" and "safe return doubtful" highlights the need for bravery in the face of adversity. This call to courage serves as an important reminder that true achievement often requires stepping out of one's comfort zone.</p><h2>The Legacy of Shackleton's Leadership</h2><p>While the ad itself has become legendary, it is Shackleton's remarkable leadership that truly anchors his legacy. &nbsp;Leading his team through one of the harshest environments on Earth, he exemplified resilience, adaptability, and unwavering commitment to his entire crew’s well-being. His ability to inspire and maintain morale in life-threatening conditions turned potential tragedy into an extraordinary tale of survival and triumph.</p><p>Shackleton’s leadership reminds us that authenticity and courage are not just values for explorers—they are the foundation of great leadership in any field.</p><h2>Conclusion: Proceed with Authenticity and Courage</h2><p><br>Shackleton’s advertisement is more than a historical footnote; it’s a timeless call to action. It challenges us to face life’s uncertainties with honesty and courage, to seek out challenges that test our limits, and to lead with integrity in the face of adversity.</p><p><br></p>

The Legendary Shackleton Advertisement: An Authentic Call

Technology system for human resource management

<h2>Understanding the Rise in Resume Fabrications</h2><p>In recent years, the job market has become increasingly competitive, leading to a noticeable rise in embellishments and outright lies on resumes. As of 2023, employers face a growing challenge in discerning the truth from fiction when evaluating potential candidates. This trend is driven by factors such as the pressure to stand out in a crowded field and the ease of manipulating information in the digital age.</p><figure id="figure-1vhmpr4eavm5fwii2s"><img id="1vhmpr4eavm5fwii2s" src="https://cdn.durable.co/getty/41NFY6J7RmYYyj0uAAGiAgG2oithMwHb7XZK26SuWaR1DGceS5yaNUZd5fYGciYc.jpeg" alt="resume screening" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/41NFY6J7RmYYyj0uAAGiAgG2oithMwHb7XZK26SuWaR1DGceS5yaNUZd5fYGciYc.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><p>While minor exaggerations have long been a part of the job application process, the current trend includes more serious fabrications. These can range from falsified educational credentials to entirely fabricated job titles and responsibilities. As such, employers must be more vigilant than ever in their hiring processes.</p><h2>Key Areas of Deception</h2><h3>Education and Qualifications</h3><p>One of the most common areas where candidates lie is about their education. Some may inflate their GPAs, claim degrees they never earned, or list institutions they never attended. This can mislead employers into believing a candidate has a certain level of expertise or knowledge.</p><h3>Work Experience</h3><p>In addition to educational falsehoods, work experience is often embellished. Candidates might extend employment dates to cover gaps, exaggerate their roles and responsibilities, or even invent past positions. These lies can significantly affect an employer’s decision-making process.</p><figure id="figure-a35ys2m4zm5fwimsn"><img id="a35ys2m4zm5fwimsn" src="https://cdn.durable.co/getty/aQTt6bdd2uY97hho2Smpu1sfvMAPk4uRLbdMrpHz7t1yH8nCx5Ln6KSrRVi0GBR1.jpeg" alt="job interview" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/aQTt6bdd2uY97hho2Smpu1sfvMAPk4uRLbdMrpHz7t1yH8nCx5Ln6KSrRVi0GBR1.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h2>The Impact on Employers</h2><p>Hiring a candidate based on false information can have serious repercussions for businesses. It can lead to mismatches in skill levels, poor job performance, and ultimately increased turnover rates. Moreover, it can cost companies time and resources that could have been used to find a truly qualified candidate.</p><p>Trust is a foundational element of any successful employer-employee relationship. Discovering that an employee has been dishonest from the outset can severely damage this trust, impacting team dynamics and company culture.</p><h2>Strategies for Detecting Resume Lies</h2><h3>Enhanced Verification Processes</h3><p>To combat this trend, employers should invest in comprehensive background checks and verification processes. This includes contacting educational institutions to confirm degrees and diplomas, as well as previous employers to verify job titles and responsibilities.</p><figure id="figure-vjsts6rdmm5fwiqww"><img id="vjsts6rdmm5fwiqww" src="https://cdn.durable.co/getty/fHdpds5B2ZN4QGurf3NSVk3qmvJbCDLxHPaR1017QKu0MjTBy3esgxGXCWs8WZNr.jpeg" alt="background check" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/fHdpds5B2ZN4QGurf3NSVk3qmvJbCDLxHPaR1017QKu0MjTBy3esgxGXCWs8WZNr.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h3>Behavioral Interview Techniques</h3><p>Incorporating behavioral interview techniques can also help uncover inconsistencies in a candidate’s story. By asking candidates to provide specific examples and details about their experiences, employers can better assess the validity of the information provided on resumes.</p><h2>The Role of Technology in Screening</h2><p>Advancements in technology offer new tools for employers to detect discrepancies in resumes. Automated systems can cross-reference candidate information with publicly available data, flagging potential red flags for further investigation. These technologies can streamline the vetting process while reducing the likelihood of oversight.</p><p>As resume lies become more sophisticated, the use of artificial intelligence and machine learning in recruitment processes will likely become more prevalent, helping employers maintain a high standard of integrity in their hiring practices.</p>

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Blog

The New Law of Unintended Consequences.

How to Identify Superstars: Insights from Marc Lore

From Apartment Applications to Job Offers: The Power of B...

The Truth About Lying to Get a Job: Insights from 2023 Data

The Legendary Shackleton Advertisement: An Authentic Call

The Rising Trend of Resume Lies: What Employers Need to Know