Tell Recruiters The Truth

Individuals looking for employment need to be honest with the recruiters they are going to for help. All recruiters will ask why you left past employers.  Just be honest and talk about it. Most recruiters, HR people, and hiring managers understand layoffs. Describe the situation in a way that’s most beneficial to you. 30-50% of your group being laid off is significantly different from 5%. If you were the sole person laid off in your group, that is not a layoff.  Surviving multiple layoffs and getting caught in a third or forth is something to point out to the interviewer.  

Lying on your resume or during the interview process is a major mistake, especially in the age of information, where most information is verifiable. Don’t exaggerate your resume with information that has no truth behind it.  Seasoned recruiters and hiring managers will find out and they will follow up with questions.  Even if you don’t like what the recruiter has to say, be patient, because they are just trying to help you. Do not burn these important bridges by lying or purposely misleading recruiters. You will be most successful in your job search if you listen to what your recruiter has to say. They normally know more about the client at hand than you.  

Biggest mistake: telling lies in an interview. All of the below have been used for years. You aren’t the first.


The Education Lies

  • “I had all the credits, I just didn’t graduate.” If you have the credits, you have the degree.
  • “I did all the classes, I just need to pay the fees to graduate.” Who would take the time and spend the money to attend and complete a college degree and then not graduate because of fees. It’s an unbelievable story.
  • “I graduated from X but it was a long time ago, I don’t know why they can’t verify my degree.” Degrees are verifiable.

The No-Show Interview Lies

  • “My car broke down.” If your car does break down, make a call and reschedule. There is no excuse for not showing up.
  • “I couldn’t find your location.” Researching the location is one of many things you need to accomplish during your interview preparation. Everyone with a smart phone has a map.

The Termination Lies

  • “It was a mutual decision that I left.” It is assumed that you resigned because you were going to be terminated. Break-ups are always initiated by one side. If the job wasn’t a fit for you, state that and explain the specifics. An A-player at one company can be a C-player at another. Success is a by-product of many things.
  • “I was in a bad accident and they fired me for not showing up to work.” Bad accidents are written up. This can always be corroborated. Make sure it happened and you notified your employer if you make this claim.
  • “I didn’t like the people I worked with.” This might be true, but it is never appropriate to bad mouth a former employer or co-worker. The person sitting in the interviewer chair doesn’t want someone to bad mouth them. You don’t want to give the impression that that is your character.  


Fidelis Companies certifies 14 recruiters; Certified Personnel Consultant (CPC) and Certified Temporary-Staffing Specialist (CTS) designation from NAPS awarded!

ATLANTA, GA – 2013 – Karen Richards, CERS, President and CEO of Fidelis Companies in the Dallas/Fort Worth, Texas area, announced today that 14 recruiters have received national certification designations from the National Association of Personnel Services.

The CPC designation was awarded to Jacob Barnes, Bill Johnson, Johnny Letourneau, Charlotte Mitchell, Heath Anderson, Richard Steinfield and Jessica Thompson. The CTS designation was awarded to John Branson, Michelle Cessnun, Timothy Noakes, Bryce G. Shields, Jessica Thompson and Chris White as well as Karen Richards.

Along with the 14 newly certified recruiters, Fidelis has 5 recruiters on staff, along with Karen Richards, who were previously certified with either the CPC or the CTS certification. Those employees are: Tom McMullen, CTS, Mike Simonson, CTS, May Li, CPC, James Roberts, CPC, Trish Wyderka, CPC as well as Karen Richards, CPC.

The CPC and the CTS are the only national designations recognized globally by the personnel services and staffing industry. A CPC must be knowledgeable on employment laws and regulations, as well as the highest standard of business practices set forth by the NAPS. Today, Karen’s team joins approximately 9900 Certified individuals in the nation, a designation that began in 1961!

“Attaining national certification through the NAPS is one way our recruiters can set themselves apart from the rest,” said Karen Richards, CERS, CPC/CTS. “It ensures that industry professionals are knowledgeable on the most current employment laws, the highest ethical standards and the best business practices. This allows my team to bring that valuable expertise to our clients and candidates.

Each year, approximately 700 candidates from nearly every state in the nation sit for the CPC and CTS exams, explained John Sacerdote, NAPS President. “The continued growth in the number of staffing professionals who are seeking certification is a strong indication of how well-regarded these designations have become to corporate clients of staffing firms.”

Certification exams are reviewed and updated as necessary to reflect current federal employment law. Highlights of the exams include: laws against discrimination; relationships with candidates and clients; reference checking; contracts; bonding; owning your own company; payroll; truth in lending; employer liability; Consumer Protection Act; as well as case studies.

For more information on the NAPS, please visit

For more information on Fidelis Companies, please visit

Planning for the Lulls

The lull between Thanksgiving and New Year’s is understood by most in this industry. As a consultant, you know to either plan for some time off during this period or make sure you are on a project that is expected to go through this slow patch. As recruiters, you know to plan for the best but expect a potential slow end of the year.

Managers plan their vacations around the holidays, as most people do, so the top decision makers in companies are most likely not sitting at their desk waiting for their favorite recruiter to call with that one-of-a-kind consultant who’s ready to hit the ground running on December 1. In reality, the manager is probably on vacation with his/her family, the consultant is either working or enjoying time off with his/her family and the recruiter is either wrapping up the administrative duties that have been put on hold during the busy year or also taking the rest of his/her time off.

Another factor is if a company’s fiscal runs on a calendar year, no budgets will be approved until the beginning of the year and the new fiscal. So, while the recruiter might know a company has a big project coming up as soon as budget is approved, expecting them to actually screen qualified candidates before that time is slim.

Great news though! Everyone can prepare for this. As recruiters, you can gather the information for clients about their upcoming plans for the new fiscal. Go ahead and get as much detail as possible. Understand plans can change, but the more you know about the basics, the better consultants you can pre-screen and have ready to go when the time comes.

There is no harm in reaching out to your network early. Let your consultants know what projects are in the works when the new year kicks off, confirm availabilities, interest levels and any added skills that would increase their qualification for the upcoming projects. Be real with them though. Let the consultants know this is not something immediate but it has a realistic timeline, this project is planned for the new year once their new fiscal is approved.

If you’re honest in December, when January or February rolls around and the project is approved those consultants will likely be loyal to you because you gave them the early heads up and kept them informed through the process. If the project falls through for whatever reason, then at least you were upfront from the beginning and didn’t get their hopes up, and they will remember that when the next opportunity rolls around.

And as it turns out, the end of the year is not the only lull of the season. This same process occurs during June and July. Kids are out of school for the summer and it is prime vacation time. So make sure you keep this in mind, both recruiters and consultants, and plan accordingly. A lull doesn’t have to be a bad thing, as long as you are prepared and ready to hit the ground running they the drought is over.

Until next time,