The number of tech workers at Google and Amazon that lied on resume

The number of tech workers at Google and Amazon that lied on resumeThe number of tech workers at Google and Amazon that lied on resumeAccording to a survey conducted by Blind of tech workers at major companies including Amazon and Google, only 10% of them lie on their resume.This surprising statistic is derived from a pool of 10,364 respondents who work in the technology sector, 9, 356 of which claim to be pretty honest when it comes to detailing their professional achievements when on the job hunt.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraThe folks over at Blind additionally listed the employers that receive the highest volume of embellished resumes. The German-based multinational software corporation, SAP, leads the charge with nearly 13%. Amazon followed close behind the Blind survey found that a little more than 11% of applicants looking for jobs at Amazon lie on their resume.Cisco, P ayPal, and eBay also had some liars working for them. Check out the rest of the results in the chart below.Its much easier to get caught these daysHirerights report from back in 2017 revealed that 86% of employees were caught by recruiters lying on their resumes.Technology has made it increasingly difficult to get away with intimating professional accomplishments that you havent actually earned. The employment of applicant tracking systems has surged in the last few years, which are apps designed to force the cream to the top. A series of keywords are established, allowing the technology to more efficiently sort through thousands of applicants and highlight the ones worthy of review.Attempts to manipulate the effectiveness of these apps on the part of potential employees is often precluded by a myriad of ways. Inc.com reports that many companies will use social media to better screen applicants after the process mentioned above. Executives are often well connected and have access to professionals from many different fields.Asking your buddy Skeeter to pretend to be your former anfhrer at Goldman Sachs might fall apart when a recruiter calls a colleague that actually works there even if it wasnt the reference you listed this is whats known as a backdoor reference check. Additionally, many firms purchase thorough online background checks.If lying applicants manage to circumvent all of these screening methods, they will still have to endure behavioral interviewing techniques, where recruiters ask specific questions based on attributes indexed in an individuals resume.Even if you manage to bypass systems put in place to ensure quality applicants, Dawn Rosenberg McKay, certified Career Development Facilitator and member of the National Career Development Association, smartly identifies the rabbit hole of perpetual dishonesty and pressure that will haunt you after you get hired. One lie often leads to another.Mckay writes, Once you tell a lie, there is always a risk that someone will discover the truth. Ask yourself if you are willing to live continually in fear of that happening. Will it be during the job interview? You may not be able to answer questions about the skill in question. Will your references rat you out when the prospective employer contacts them?Moreover, no-one really wins when you lie on your resume. As previously reported, a lot of job satisfaction survives on company-employee compatibility. The stress associated with being found out, combined with the malaise associated with committing to tasks youre not particularly skilled in, will hinder productivity and well being.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How to Raise Productivity and Save Money on Onboarding

How to Raise Productivity and Save Money on OnboardingHow to Raise Productivity and Save Money on OnboardingIts difficult to think of improving your onboarding process when youre just trying to keep your head above water at a company thats experiencing rapid growth. Even though you may be hiring new employees left and right, you cant allow them to fend for themselves once they start. Theyll flounder at best and fail to quickly assimilate and become productive contributors. The Criticality of Onboarding Onboarding is a more important process than many leaders realize. During a new hires first 90 days of employment, you introduce your new hires to your company culture, their responsibilities, and your expectations, and to the specific goals and trajectory of the company. This is the time for new hires to build rapport with management, coworkers and the overall company. You need to do it all with precision and efficiency. How to Obtain Excited, Productive Employees Lazy onboarding c an lead to disengaged and unproductive employees, the direct opposite of your desired outcome. You want the new employee excited about their job and on the fast track to productivity through proper onboarding practices. Whats more, bad onboarding can also cost an organization mounds of money. Improving Onboarding byImplementing Training Technology Many training technologies make it easy for employees to access training and onboarding from anywhere. This technology liberates managers and HR staff members from delivering onboarding training at a specific time and place. Technology allows new hires to complete the required training at their own convenience. Many learning management systems (LMS) are also mobile-optimized, meaning that you can access the onboarding programs from any device- including smartphones, laptops, and tablets- anywhere you have an internet connection. This is especially important foryour millennials who are used to information at the andeutung of a finger. H ow Employers Need to Present Training A recent study from Bridge by Instructure discovered that 80% of employees are turning to their mobile devices for continuing education. Employers should use this opportunity to put their own training content in front of employees so they can access the information anywhere-anytime. Creating a Virtual Workforce Many companies are finding that their employees can produce high-quality work and complete their day-to-day activities without the hassle of coming into the office. Employees can meet virtually through opportunities such as Skype, conference callsand more. It is estimated that 50% of the US workforce has a job that is compatible at least partially with telework, and about 25% of the workforce currently teleworks in some capacity. Moreover, the vast majority of the US workforce says that they would like to work remotely at least part-time, according to the latest telecommuting statistics from Global Workplace Analytics. Many Fortune 10 00 companies are reforming their work model to better fit their employee desires and the current state of the mobile workforce. Creating a business model that allows for telecommuting also helps companies hire top talent beyond the restrictions of their office locations. The company can then grow without needing to build more offices or buy out the whole floor to make room for employees. You Need to Efficiently Onboard Employees But the creation of a virtual workforce, with growing personnel and new hires, will only work if these new hires are effectively broughtonboard. Otherwise, possible fragmentation, miscommunication, and reduced productivity could ensue. Effective, precise online onboarding that truly hones in on the companys mission, values and goalspropelthe new model of the workplace the virtual workforce. Creating Engaging Onboarding Content If your onboarding content is boring or disengaging it will fail. There are a host of considerations, including notoriously short attention spans. Here are two hints for you to create engaging content and training. View content and training as a process and not an event. Your content andtraining should conform to the journey a new-hire must take to learn, confirm, test and incorporate all this new stuff.Using training technology, encourage company leaders down to team managers to add their own personal background and experience as coloring. This allows new hires to learn from and benefit from the company-specific expertise that they can only receive from insiders at that particular company. Content thats easy to access and consume helps new-hires move through onboarding effectively because theyre able to quickly retain the information given. This will reduce the lag time between hire date and productivity and ultimately boosts the bottom line. Reducing Costs Via Online Onboarding Effective onboarding not only raises gainsbut lowers costs. With online onboarding, youre reducing the time managers and HR team me mbers have to leave their daily responsibilities to spend time physically delivering the training to the new hire.Effective online onboarding can also foster the virtual workforce, which cuts on office space costs and allows for more freedom to select the top talent that will increase productivity. And easily consumed online onboarding makes the onboarding process go that much more smoothly. Together, all of these elements create a seamless onboarding experience that will improve ROI for each new hire, boost productivity and save money, ultimately creating a more cohesive company ready for growth.

Free Classes Announced for Resume Writers and Career Coaches

Free Classes Announced for Resume Writers and Career Coaches Free Classes Announced for Resume Writers and Career Coaches Tactical Biz Tech Buss will assist professionals stay abreast with new technologies and strategies to help their businesses grow. Presenters from LinkedIn, BeKnown, Job-Hunt.org, and RileyGuide will share, along with Eric Enge, author of The Art of SEO.The Next Practices teleclass will focus on successful business strategies for the self-employed to maximize productivity. Key areas of focus will be pricing and selling, marketing, blogging, customer management, and financial planning. Presenters include Pat Schuler, Alexis Grant, Karen Callahan, and Montell McDowell.The Honing Yur Craft teleclass will offer practical tips on resume writing, career coaching, social job search, online identity and reputation management, and salary negotiation coaching. Presenters include Laura Labovich and Miriam Salpeter, authors of the soon-to-be-released 100 Conversations for Career Success, and TORI-Award Winner, Donald Burns.For more information on the variety of free calls for CDI members, visit careerdirectors.com/tele_free.htm.Master the art of closing deals and making placements. Take our Recruiter Certification Program today. Were SHRM certified. Learn at your own pace during this 12-week program. Access over 20 courses. Great for those who want to break into recruiting, or recruiters who want to further their career.