????有一名求職者把他父親的經(jīng)歷放在自己的簡歷中（父子姓名相同）。另一名求職者聲稱自己是施工監(jiān)理，但是經(jīng)過仔細研究發(fā)現(xiàn)，他唯一的施工經(jīng)歷是搭建后院的狗窩。另外，還有一名求職者自稱曾任首相助理，而他所說的那個國家中根本就沒有首相一職。

????這只是2,000多名招聘主管近期在接受招聘網(wǎng)站凱業(yè)必達（CareerBuilder.com）調(diào)查時給出的一小部分案例。58%的受訪者表示，他們曾經(jīng)發(fā)現(xiàn)夸大甚至完全偽造的簡歷，而1/3（33%）的受訪者表示，自經(jīng)濟衰退以來，這種情況愈演愈烈。

????招聘人員發(fā)現(xiàn)造假簡歷最多的行業(yè)如下：金融服務(wù)業(yè)（73%）、休閑旅游業(yè)（71%）。信息技術(shù)和醫(yī)療衛(wèi)生行業(yè)占比均為63%，并列第三位。

????讀者們可能認為，在應(yīng)征高管職位的求職者中，簡歷造假現(xiàn)象不太常見——因為如果被發(fā)現(xiàn)，他們的損失會更大——但事實并非如此。由于高管通常比普通職員接受更多的現(xiàn)場面試，實際上他們憑借領(lǐng)袖氣質(zhì)更容易被錄用。

????“應(yīng)聘高管職位的求職者常常接受多位招聘官的面試，而招聘官會在面試后互相討論求職者有多優(yōu)秀和出色?！比肆Y源咨詢公司CBIZ Human Capital Services的總裁杰伊?梅施克表示，“到你接受第四位或第五位面試官的面試時，他們通常已經(jīng)決定錄用你了。同時，面試官不會非常認真地閱讀你的簡歷，或者壓根就不看你的簡歷?！?/p>

????梅施克曾經(jīng)無數(shù)次目睹了這種現(xiàn)象?！拔覀儼l(fā)現(xiàn)，即便是應(yīng)聘最高管理層的求職者，也會在簡歷中提到獲得了某某商學(xué)院的MBA學(xué)位，而事實上他們只是參加了為期兩周的管理專題講座?！彼硎尽＠?，一家醫(yī)療保健公司準備招聘一位高管，這名高管擁有15年在大型醫(yī)院連鎖機構(gòu)擔(dān)任首席財務(wù)官的經(jīng)驗。最后，CBIZ的招聘人員發(fā)現(xiàn)，這名求職者沒有所謂的MBA學(xué)歷，甚至也沒有學(xué)士學(xué)位。

????另外，職務(wù)也是一個棘手的問題。“有時，求職者表示曾任某大型公司財務(wù)主管，其實他只是某個部門的審計員?！泵肥┛吮硎?。在接受凱業(yè)必達調(diào)查的招聘主管中，約34%的受訪者表示曾發(fā)現(xiàn)虛假或夸大的職務(wù)。

????即便如此，凱業(yè)必達的調(diào)查表明，雖然簡歷造假引起的懷疑有所增加，但是受重視程度遠遠不夠。去年12月，只有33%的招聘主管在接受凱業(yè)必達的調(diào)查時表示，他們用“兩分鐘以上”的時間閱讀一份簡歷?，F(xiàn)在，有42%（仍不足半數(shù)）的受訪者做出同樣的表示。

????梅施克表示，對于愿意花時間看簡歷的招聘官來說，發(fā)現(xiàn)簡歷造假的現(xiàn)象并非難事。首先，他建議檢查求職者的簡歷信息是否與他/她在商務(wù)社交網(wǎng)站領(lǐng)英（LinkedIn）的資料相符。“發(fā)現(xiàn)不一致信息也不足為奇?！彼硎尽Ｖ螅梢岳霉雀瑁℅oogle）搜索查看前幾頁的內(nèi)容。梅施克的團隊最近審查了一名應(yīng)聘首席運營官的求職者，“在10-15頁中發(fā)現(xiàn)了巨大差異?！彼硎尽?/p>

????另外，審查求職者的所有證明，或請背景調(diào)查機構(gòu)開展調(diào)查，審查除求職者提供的證明以外的資料，約談能（或不能）為求職者誠信提供擔(dān)保的公司或業(yè)內(nèi)其他人員，這些都是不錯的做法。

????“關(guān)鍵在于投入時間開展調(diào)查?！泵肥┛吮硎?。經(jīng)歷或?qū)W歷造假的求職者，仍有可能具備完美的能力，例如上文提出的醫(yī)院首席財務(wù)官。他補充道：“但是誠信決定一切。如果他們在簡歷中說謊，在實際工作中又會怎樣呢？”（財富中文網(wǎng)）

????翻譯：喬樹靜/汪皓

????One applicant put experience on his resume that was actually his father’s. (They both had the same name—one Senior, the other Junior.) Another claimed to have been a construction supervisor, but further digging revealed that his only construction experience was building a backyard doghouse. And then there was the candidate who claimed to have been the assistant to the prime minister, in a country that has no prime minister.

????That’s just a small sampling of tales from more than 2,000 hiring managers in a recent survey by CareerBuilder.com. In all, 58% said they had spotted exaggerations or outright fabrications on resumes, and one in three (33%) said the problem has grown worse since the recession.

????The industry where interviewers have discovered the most phony claims on resumes: financial services (73%), followed by leisure and hospitality (71%). Information technology and health care, both at 63%, tied for third place.

????You might think that resume fakery is less common among candidates for senior management jobs—if only because they have further to fall if they’re found out—but no. Because executives are usually subject to more in-person interviews than the rank and file, it’s actually easier for them to rely on charisma to charm their way in.

????“At the executive level, someone is usually interviewed by a series of people, who all talk to each other after they meet you about how dynamic and wonderful you are,” explains Jay Meschke, president of recruiters and HR consultants CBIZ Human Capital Services. “By the time you get to the fourth or fifth interviewer, often that person is already convinced they want you. Meanwhile, no one has really read your resume very carefully. Or at all.”

????Meschke has seen this phenomenon more times than he can count. “Even at the C-suite level, we’ve seen people put an MBA from a certain B-school on their resume when what they really did was attend a two-week management seminar there,” he says. In one case, a health care company was set to hire an executive who had been CFO at a major hospital chain for 15 years—until a CBIZ recruiter discovered the candidate had neither an MBA, as claimed, nor even a bachelor’s degree.

????Titles can be tricky, too. “Sometimes people will say they were head of finance for a big company, when really they were comptroller of a division of it,” says Meschke. About 34% of the hiring managers in CareerBuilder’s poll said they’d seen fictitious or exaggerated titles.

????Even so, the CareerBuilder survey suggests that skepticism is increasing, but not by much. Last December, just 33% of hiring managers told CareerBuilder they spent “more than two minutes” reading each resume. Now, 42%—still fewer than half—say they do.

????For anybody willing to take the time, Meschke says spotting untruths and embellishments isn’t difficult. First, he recommends checking to see whether someone’s resume matches his or her LinkedIn profile. “It’s not uncommon to find inconsistencies,” he says. Then, do a Google search that goes past the first couple of pages. Meschke’s team recently vetted a candidate for a chief operating officer position and found “serious discrepancies 10 or 15 pages in,” he says.

????It’s also a good idea to check all references, or have a reference-checking service do it, and even go beyond the ones the candidate has given, to speak with others in the company or the industry who can vouch (or not) for the candidate’s bona fides.

????“The main thing is to take the time to investigate,” Meschke says. A candidate who has misstated experience or credentials, like the erstwhile hospital CFO, might still be perfectly capable, he adds, “but it boils down to credibility. If they’re going to lie on a resume, what will they do on the job?”