Top Ten Tips Disclaimer
Closely associated with falsification and concealment is the problem of misrepresentation. Employers who end up disappointed with new hires often end up feeling that the employees misrepresented their qualifications just to get hired. This can be a very difficult area for an employer, however. In order to prove misconduct in a "misrepresentation" case, an employer must show that the applicant actually had the intent to deceive the employer in some way as to qualifications or background for the job. Not every case in this area involves intent to deceive. Sometimes, an applicant misunderstands a question and answers what she thinks the employer is asking. That is not misconduct. Sometimes, an applicant claims to have expertise that the employer later determines is lacking. That may not always be misconduct. Job applicants are human, and most humans want to think the best about themselves. People sometimes delude themselves as to their true level of expertise. Scenario: the employer may want a secretary who is skilled enough with word processing software to help publish the firm's newsletter and product brochures. The applicant who is asked "do you feel comfortable with using a computer, and are you good with word processing?" may answer "yes" if they know how to do basic computer file management and compose letters on a word processor. Yet, the employer and the applicant have not connected on the question of expertise. Perhaps a better way to ask the question would be:
How long have you worked with the software we use?
How comfortable are you in learning new software?
Have you ever used graphics programs?
Have you ever designed original graphics?
Do you know how to merge a database with a form letter and produce a mass mailing?
Have you ever combined text and graphics to produce a newsletter or brochure?
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