Employers Crack Down On Candidates Who Lie
By Barbara Mende
Career Journal from The Wall Street Journal

Truth or consequences: Companies and search firms are more sensitive than ever to lying on resumes. Here's how to put the best face on spotty credentials.

1. Have you ever worked for a difficult person?

Do not get philosophical about all the various shades of meaning of the word ”difficult,” but realize that, once you start to answer, you have essentially assumed that the other person was difficult while you were not. You can avoid the dilemma by starting with “by difficult you mean a person who ___, then, yes I have.” Examples may include a person who:

• Never allowed a typographical error.
• Set impossible deadlines all the time.
• Needed to make all the decisions.
• Trusted no one to take responsibility for anything.
• Would never delegate.

When answering, make sure the difficult is obvious and simple to describe, as well as likely to generate agreement from the interviewer. Be on the lookout for gray areas that may cause confusion. One possibility is a “clean desk” (or “messy desk”) person unless you are fairly certain that you and the interviewer are on the same page of the issue you introduce.

2. How were you evaluated on your last/current job?

Be brief and honest. Do not elaborate on an issue that you may be particularly sensitive to. Clarify whether you are being asked about the method of evaluation or about your evaluation.

We were on an MBO (management by objectives) system and had goals reviewed and updated every quarter.

It is hard to say because I was there three years and never got a review.

I was fortunate because I was aware of the fact that I should get periodic feedback. So I asked my supervisor during one of our one-on-one weekly meetings to tell me the strong and weak elements of my performance from the proceeding week. She seemed to like my approach and I certainly appreciated her frank and timely comments.

3. In your current/past position, how many levels of management do/did you have to communicate with? On what issues and levels do/did you deal with management?

The interviewer is trying to determine the range of your contacts in your last position. In an effort to give substance to your answer, and also as a reality check, provide the functional and corporate title (never the name) and briefly describe the purpose and extent of the contact.

In addition to the ongoing contact with the Vice President for Manufacturing, and the District Sales Manager, I had to deal with the relocation officer for a major move our department was going through and see the CFO monthly for budget variances.

4. What makes you think you could handle a position that requires so many diverse talents and persuasive skills?

This question is a positive alternative to the query “You don‘t seem to have all the experience I want, why should I hire you?” Even when presented with the question in this way, reply alertly. Break the question into two parts so that you are not tempted to make a long boring statement. You also have the added benefit of drawing the interviewer into concurrence with your reply.

We have been Interview Coaching for over 10 years. We have found that once the client understands the meaning of the question, the answer comes very swiftly and easily. We have had thousands of clients tell us that after reviewing the questions, explanations and sample answers, they walk into interviews with more confidence, thus, less nervous.

The resume we write is your advertisement to the company. The result of our writing will get you the interview, but what a resume doesn't show is the human side of a person, thus, one of the reasons for the interview.

Good luck on the interview,

Bill McLaughlin