Projecting career progression


Curriculum Vitae is a Latin word. And, besides, job hunters scratch at their keypads trying to customize past experience into a potent CV.

Most of the CVs say almost around 70 to 80% either have inconsistencies or people embellish them based on what they think is attractive. It is so common a practice that candidates sometimes with draw their CVs, saying they will come back with another version. It is often said that even Chief Financial officers are not beneath forging pre-employment certificates.

But there is a peculiar inconsistency that gains its relevance in today’s dynamic world, where employees are increasingly loyal to their own growth and requirement. It has to do with gaps in CVs, which could be an after-effect of quitting or losing one’s job.

These career breaks are then imaginatively covered up and explained away in CVs and during interviews. But such candidates may not be aware that companies are increasingly relying on verification companies such as Oxbridge and First Advantage to dig out a candidate’s real profile.

It would appear companies ask candidates to furnish their CVs merely to have a good laugh at their expense. A 20-something BPO candidate recently made the grave mistake of omitting his previous company’s name in a CV version sent to an HR consultant; he, instead, showed it as a gap. By some quirk of fate, it was unfortunately forwarded to the same company and he was immediately tracked down.

Another 25-year-old candidate for an IT job also manufactures a gap in his CV as he wanted to hide his employment with a non-IT company – he thought it was not relevant — with equally disastrous results.

Candidates hide employment to portray experience only at noted firms. But they are also known to deal with an awkward period in other innovative ways.

Background checks reveal that candidates sometimes conveniently forget to mention the exact month in the “years of
service� column. They may just write say, 1997 to 1999 when they might have worked between December 1997 and January 1999.

Alternatively, candidates could fill a gap of six months by stretching three months into the earlier job and the other three in the next. Excuses for gaps in CVs happen across the board and are level–neutral. There is, though a serious omission that makes verification companies essential; that happens when they have to rummage through data for a candidate’s criminal records. This is a practice that is common in developed nations and is now being duplicated in India.

A 30 something candidate was recently found to have hidden a hit-and-run accident. He made up a fictitious document to prove that he worked during the murky time. But, then, this is a fringe instance. Most reasons are more musing than grim.

In conclusion we say that CV must project right and true details. If there are any gaps the correct reasons can be explained in the interview. If the gaps are on account of non-integrity then the candidate may not tell the truth and the employer can anyway find out in due course of time. Therefore whatever is the position the employee must work with honesty and project correct career details.

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