Why You Should Never Lie on Your Resume

The Reserves Network

 

Lying on your resume, while enticing, is a terrible idea. Doctoring your work history, claiming to have skills you don’t, and general deceitfulness about how long you stayed with employers can result in immediate dismissal if you are hired.

“Even if you believe you provided a harmless ‘white lie,’ dishonesty on your resume or application can permanently damage your professional reputation,” said Joseph Zeilmann, recruit center manager at The Reserves Network.

56% of employers catch applicants lying on their resume. The most common fib? Embellishing skills and qualifications. Overall, up to 85% of job seekers lie on their resumes, even though employers run background searches on applicants and can confirm if the candidate was truthful about their work and education.

Despite its prevalence, lying on a resume can result in severe consequences. Keep reading to learn more about why you shouldn’t lie on your resume.

 

  1. Your Employer Will Probably Find Out You Lied

 Human Resource departments can verify where you attended school and your past employers. Many times, candidates will give employers permission to verify information on their application, and most employers will not extend a job offer to an applicant who blatantly lied. It demonstrates trust issues and bad ethics. Companies will rescind job offers if they find out you lied about your experience or background.

 

  1. If Hired, You Could Be Fired

 If you are hired, and it is discovered you lied on your application or resume, your employer can terminate you for cause.

 

  1. Your Reputation Will Suffer

 When an employer catches you lying on your resume or application, you will have a damaged reputation. It could hamper your future job opportunities and leave you with an unsavory reputation in the professional world. The employer could share with others in the business world that you have questionable character.

 

  1. It Makes You Appear Dishonest

 Small lies lead to bigger ones. Employers view your willingness to lie on a resume as indicative of poor character.

 

Lying on your resume does more harm than good. If you feel your resume is lacking, consider working with The Reserves Network. We can help build you build a winning resume that highlights the skills you already have, and your potential going into the career you want.

 

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What’s in Store for Manufacturing in the Second Half of 2018?

The Reserves Network

 

The pace of innovation in manufacturing has accelerated significantly in the last few years, and 2018 has seen many companies adopt new technologies with the capacity to disrupt the industry as a whole. During the second half of 2018, we can expect to see massive changes in the global manufacturing industry as a result of the increased accessibility of smaller-scale and sustainable capabilities.  These trends aren’t necessarily the result of new technology being created, however.  In many cases, it simply involves repurposing the old to keep up with the times.

Environmentally-Sustainable Manufacturing

It’s no secret that “green” and “sustainable” are trendy buzzwords. Green technology has finally advanced to the point where it can be profitably incorporated into all kinds of different manufacturing processes.  Raw materials aren’t getting any cheaper, and often the waste products of one process can become the input for another, which increases profitability for both primary and secondary processes.  Some companies have embraced good corporate citizenship through sustainable practices as part of their identity, and consumers are increasingly drawn to sustainably-manufactured processes as fears of climate change become more pronounced. 

Embedded Devices and Microcomputers

The past 12 months have seen a massive increase in the adoption of embedded technologies and DIY micro-computer offerings. It’s only a matter of time before these home-brewed technologies make their way into the market as affordable alternatives to high-end, engineered manufacturing machinery. Look no further than the explosion of 3D printing technology and the way it has upended prototyping to see the potential for programmable microcomputers to disrupt the status quo in the manufacturing industry.

On the end-user side, it has become much easier to add functionality to manufactured goods—gone are the days when only the most expensive appliances came with digital clocks. Soon every toaster, tower and toothbrush will be reporting usage statistics and battery life to the user by Bluetooth, and transmitting its location to the owner’s cellphone around the clock. 

Artificial Intelligence

Artificial intelligence has been done a huge disservice by the flagship products have come to embody it. Nobody likes their Alexa to laugh at them or record their conversations. In the latter half of 2018, we will begin to see this technology adopted by smaller players, and particularly in the fields of predictive maintenance and automation.  Self-driving cars have gained significant license recently, and we can expect widespread adoption once more of the kinks have been worked out and the element of danger dissipates from public perception. Some cities have already begun trials for self-driving public transit, and oil companies have been using self-driving haul trucks for years, with full-scale deployment just over the horizon.

Early Adopters Reap the Benefits of Disruptive Technologies

By using green technologies, micro-scale computing technology and artificial intelligence, small-to-mid sized manufacturing operations can harness the disruptive capacity of these innovations with much greater ease than large, established players whose stake in the market is based on the very economies of scale that these new technologies are challenging.  Smaller players are coming around to the idea that the economy of scale is no longer the holy grail of manufacturing, and the latter half of 2018 will see the most successful early adopters challenging the old dogma.  Success in this new era of manufacturing will be heavily influenced by a forward-looking corporate culture and staffing decisions that prioritize employees’ willingness to embrace new technology.

If you need assistance in workforce planning to keep up with the rapid changes that are coming, let The Reserves Network assist you with finding the most flexible, adaptable and skilled employees to make your manufacturing business a success.

 

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How to Break the Bad Management Habits That Are Holding You Back

The Reserves Network

 

Management is a complicated task that bridges the production goals of a team with the interpersonal interactions of team members.  Your job as a manager is to maintain productivity; in most cases, you may not be actively teaching your team members how to do their jobs on a daily basis.  Instead, you’re teaching them how to work together, to value their own and each others’ work, and to help them stay motivated to solve problems as they arise.

But what if your hard work is holding the team back instead of pushing it forward?

Ensure that you are consistently in control of bad habits that affect your team’s cohesion and productivity.

Avoid Micromanaging Your Staff

Nothing sours a working relationship like having someone constantly looking over your shoulder.  While your intentions may be positive, micromanaging an employee is telling them that you have no faith in their ability to perform their duties unsupervised.  This is incredibly destructive, both to morale and productivity.  If you are truly concerned with the quality of an employee’s work, the answer isn’t to supervise them constantly.  Instead, focus on short, focused coaching sessions based on concrete examples of areas needing improvement.  Remember, the more you invest in the success of your employees, the more successful they will be.

Incorrectly Attributing the Successes and Failures of the Team

We’ve all worked with someone who never accepts responsibility for failure—don’t be that person.  A failure on the part of a team member is a failure of the team, and you’re responsible for the team’s success.  When something goes wrong, evaluate your own actions before those of the employee.  What could you have done differently, or what training could you have made available, to prevent this failure from occurring?  As a manager, it is your job to proactively seek out opportunities for improvement. On the flip side, the successes of the team belong to the team, and that includes everyone.

Disciplining or Criticizing a Team Member in Front of the Team

Criticism is meant to be constructive.  Not everyone takes criticism equally well, however, and it’s easy to offend an employee if they feel you’re trying to belittle them.  While you need to be firm on some things like the quality of the work and the importance of professional behavior, you can take a flexible approach to enforcing these inflexible points, which is much easier to do in private. Your team will quickly rally around an employee they feel is being bullied, and it’s best to limit critical communications to yourself and the employee in question.

Take a Systematic Approach to Management

Your instinctive reaction may not always be the correct reaction.  It is important that you pause before reacting to a situation and at minimum, do the following:

  • Ask questions
  • Give professional feedback
  • Monitor the results of your feedback

This first step alone should ensure that cooler heads prevail, and keep you from inadvertently reacting in a destructive fashion.  Deliver a measured response and continue to evaluate the situation as needed.  By pausing and responding with the best interests of your team in mind, you can begin to eliminate bad habits that destroy the harmony of your team.  Stay vigilant, and never allow yourself to become complacent—a good manager is always seeking out growth for themselves and their team.

If your team is growing, call the The Reserves Network today.  We are a full-service workforce management and staffing agency made up of experienced leaders who can help place the right people on your team.

 

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The Times They Are A Changin’

Reserves Network CEO Neil Stallard was featured in an article on corporate brands in the 2018 Trends Summer Reader. Trends is published by integrated marketing agency thunder::tech and provides ‘intelligence, experience and insight’ on some of the latest happenings the world of marketing.

Click here to read the article

Second Interviews: How to Follow Your Own Recipe for Success

How to Get a Second Interview

 

Congratulations, you’ve made the cut!

Your resume was polished, professional and caught the hiring manager’s eye.  You ironed your shirt, arrived early and nailed your interview.  They were so dazzled by the first impression you made that they’ve called you back for a second interview.

Now is your chance to seal the deal, and thankfully, with a few simple steps, you can lock in a position at your new employer.  

Come Prepared to Meet New Interviewers—and Remember Formalities

You were polite, courteous, and gave thoughtful and honest answers during your first interview.  By the end of the interview, you had established a rapport with the interviewer and could probably already imagine working with them.  Remember that they are presenting you to another interviewer this second time around, and putting their credibility on the line by recommending you.  Be professional and give them their due:

  • Treat your first interviewer with respect and formality in front of their colleagues.
  • Conduct yourself as professionally as you did when you first walked in for your first interview.
  • Above all, remember, you are going to be making a new first impression, so prepare to put your best foot forward.

Don’t Expect the Same Interview

Keep in mind that your second interviewer will have already read your resume and reviewed the notes from your first interview.  Their time is valuable, however, and they won’t want to discuss the same information all over again.

“Questions asked during a second interview are often tough to prepare for,” said Leanne Suesse, recruitment specialist at The Reserves Network.  “They may include questions related to your skills and character, or curveballs designed to test your reaction to something unexpected.”

To make sure you’re ready for some difficult questions:

  • Make a habit of pausing before answering. You will answer with more composure than if you try to respond off the cuff.
  • Don’t overthink the reasoning behind the question—focus on answering it, even if you don’t understand why you are being asked.
  • End each answer by returning to the original question. This shows that you are able to communicate complex ideas and stay on track. 

Come Prepared with Questions

After the first interview, it’s always a good idea to jot down some notes about the questions that were asked, as well as questions you have following the conclusion of the interview itself.  If possible, work in specific references to your first interview during your second one.  This shows that you are focused on the interview process and respect the interviewers enough to remember what they say.  Ask about:

  • The qualifications of the people your interviewer typically hires. This shows that you are assessing your fit for the position at the same time as they are.
  • Corporate culture—is socialization encouraged? Are there team-building events? Do different departments intermingle?
  • The best ways to apply yourself to help your colleagues. By showing that you think about your peers, you’ll put to rest any doubts the interviewer has about your ability to work with a team.

You don’t have to duplicate the first interview, nor should you try to.  But remember, the first impression you made is why you were called back, and a second interview is no place to let your guard down.  Stay sharp, stay professional, and keep your cool.  Half the battle is already won.

For more tips on how to prepare for upcoming interviews, contact The Reserves Network today.

 

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