Better hope you don’t get called for an interview – that is, if you lie on your application! Lying could include listing education, skills, or experience that you don’t have, filling in gaps in your work history with “fake” jobs, or exaggerating your credentials.
Dishonesty in the application process doesn’t just impact you and the potential employer. Not only are you lying, but your references are forced into a rather sticky situation if they are put on the spot and become part of the deception.
Not surprising, one survey found that 93% of hiring managers who caught a lie didn’t hire the candidate (Kevin Bacon’s situation in the clip above is fictional, so don’t expect to pull off a lie on your application). Dishonesty will come back to haunt you, if not in the hiring process, it will soon become evident after you start the job. If you’re hired based on inaccurate information, this could lead to being fired. Lying on your resume can have long-lasting negative effects on your reputation and career.
But you may be thinking “I really NEED or WANT this job!” If you are out of work or trying to secure your dream job, it may be tempting to embellish your resume. It may seem that all job descriptions list qualifications that you just don’t possess. However, it’s important to recognize that preferred qualifications are just that – preferred, NOT required.
So, what do you do if you are missing required qualifications?
If you are missing some of the required qualifications stated in the job description, develop a plan for how you could work towards obtaining them. Be prepared to discuss the qualifications with your potential employer in an interview, or even mention it in your cover letter.
Plus, there is good news if you are missing credentials! Now more than ever, employers understand and appreciate the value of soft skills, such as communication, problem-solving, flexibility and leadership. Employers often hire a person with these employability skills and will train for technical knowledge.
How will you get the training you need?
Agricultural employers value training and development for staff and use it as one of their top methods to motivate employees. Approximately 50% of ag employers offer formalized mentoring or coaching programs. More than half offer certificate courses, approximately 30% have accredited training, while the majority offer to cross-train for staff development. Ag employers may also offer traineeship or apprenticeships as career advancement initiatives. Almost half of U.S. ag employers offer financial assistance for external study or tuition reimbursement, while 65% of Canadian ag employers indicate they offer this benefit. Up to 10% of employers offer scholarships or study leave.