[IPAC-List] applicants misrepresenting their experience

Glen Morry Glen.Morry at rcmp-grc.gc.ca
Fri Sep 12 07:49:23 EDT 2014

It could very well be that the applicant is overstating their
qualifications or putting a "spin" on their experience - this is all too
common. However, it could also be that the applicant is simply providing
the best behavioural examples that relate to the each specific job they
are applying for.  So for example, for job X when talking about
"planning and organizing", they might discuss how they planned and set
up the logistics for an annual meeting, and for job Y they might talk
about how they organized a new filing system for the unit. So long as
they have really done each of these things, that is OK!
Maybe what you need to do is validate the information they have
provided in an interview?

Glen Morry
Royal Canadian Mounted Police
73 Leikin Drive,
M5-3-401-150   mailstop # 42
Ottawa  ON  K1A 0R2
(613) 843-6145
>>> <RPClare at aol.com> 2014/09/11 6:41 PM >>>

I agree that the information given is limited to draw a real
conclusion, however:

It is possible that a candidate's experience could emphasize different
aspect of their jobs tailored to the position to which they are
It is possible that the candidates memory re: dates, titles, etc. may
be flawed and may vary from app to app. It may not be misrepresentation
but more "sloppiness".
Finally, if they really misrepresent themselves, I would disqualify
them for all jobs for a fixed period of time (6 mos or a year). There
should be a policy regarding this and that policy should have an appeal
feature to allow them to reconcile the information. 
In a message dated 9/11/2014 2:04:37 P.M. Eastern Daylight Time,
Mark.Hammer at cfp-psc.gc.ca writes:

Without any further information, I'll give the benefit of the doubt to
the applicant.  Is it possible they entered the wrong stuff, couldn't
figure out how to delete/replace what they had put in, and thought (if
naively) that simply starting all over again would fix the problem?

I realize it may have been more manipulative/deceptive than I'm
thinking, but I figured I'd start with the most benign and innocent
explanation possible.
Mark Hammer

>>> "Natasha K. Riley" <Natasha.Riley at omes.ok.gov> 2014/09/11 10:04 AM

IPAC List:
We have begun using experience-based questionnaires to rank candidates
for clerical and entry level jobs where we had used multiple-choice
tests before.  The questionnaire is part of each application submitted,
and a separate application is required for each posted vacancy for which
the applicant wants to be considered.  For those of you using these
types of questionnaires, I*m wondering what you do when you see a
candidate with applications for several vacancies in the same job and
the answers they give are not consistent from application to
application.  So, it appears that the applicant is misrepresenting his
experience by giving different answers to the same questions.  Do you
have procedures in place to catch this?  What do you do with the
applications when you find this?  Do you remove the candidate from the
lists?  If so, do they have appeal rights?
Thanks in advance for weighing in on this!
Natasha Riley
Director of Assessment and Testing Services
State of Oklahoma
Human Capital Management
Office of Management and Enterprise Services
natasha.riley at omes.ok.gov ( mailto:natasha.riley at osf.ok.gov )   

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