The Desperation for Good Opportunities and the Temptation to Misrepresent
Finding a good job, or even securing an interview for one, has become an odyssey for candidates amidst the “ghosting” of recruiters and a shortage of well-paying jobs. When candidates finally secure an opportunity, they cling to it fiercely, sometimes resorting to minor omissions or half-truths in an attempt to appear as the ideal candidate.
The Perils of Misrepresenting Skills
According to labor coach Itzel Orozco, candidates should be genuine and clear about their identity, contributions, and achievements. She emphasizes the importance of maintaining personal integrity by being truthful and conscious, rather than forcing oneself into a role that doesn’t fit.
Orozco advises against omitting skills simply by saying “I don’t know” and instead suggests offering alternative relevant knowledge or experiences. She stresses the value of focusing on one’s strengths and accomplishments to build a confident and valuable narrative, even for those with limited experience.
She explains that companies now employ more robust strategies to assess a candidate’s knowledge and experience, such as business case studies, exams, assessment centers, and competency-based interviews rooted in real-life scenarios. “Simply claiming ‘I know it’ is no longer enough; it must be proven,” she warns.
Technical and Soft Skills, Along with a Growth Mindset
Headhunter and labor coach Jessica Cambray highlights the significance of technical skills required for a role. If a candidate lacks these skills but claims to have them, it could lead to problems down the line.
Cambray explains that if a candidate accepts a professional challenge they’re not proficient in but has knowledge of certain areas, it’s not necessarily lying; they just need to expand their understanding. However, the situation changes if a candidate falsely claims mastery of skills like English when they cannot realistically acquire it quickly.
From an employability standpoint, recruiters prioritize a candidate’s willingness to learn over immediate technical proficiency. “I, as an employer, can teach you the technical skills, but not the soft skills,” she says. “If you’re adaptable and have no resistance to change, I can quickly teach you a technical topic. That’s something I can teach because it’s technical. However, I cannot teach you to be honest or goal-oriented since those are individual traits.”
Cambray believes companies now prioritize hiring based on skills rather than technical expertise, as they can train employees in technical areas. “A candidate with a strong technical foundation and well-developed soft skills, coupled with a growth mindset, is more valuable today than someone who believes they know everything about a particular subject and plans to expand on it,” she explains.
Key Questions and Answers
- Q: Is it acceptable to misrepresent skills on a CV? A: It is not advisable. Candidates should focus on their genuine strengths and be truthful about their abilities to maintain personal integrity.
- Q: How can candidates effectively showcase their skills without exaggerating? A: Candidates should offer alternative relevant knowledge or experiences and focus on their accomplishments to build a confident narrative.
- Q: What do companies value more—technical skills or the willingness to learn? A: Companies prioritize a candidate’s eagerness to learn and adapt, as technical skills can often be taught.
- Q: What combination of skills and mindset is most attractive to employers? A: Employers value candidates with a solid technical foundation, well-developed soft skills, and a growth mindset.
