Hello,

First, I would say, Together We Can Overcome This Tough Time. Stay Safe and Stay Productive.

This COVID-19 Pandemic is impacting not only our lives but our businesses and way of life.  It is a truly unprecedented global situation, and we are continuously monitoring it. We are following the guidelines of The Center for Disease Control and Prevention (CDC).

We won’t stop serving our clients; however, we have changed the way we do our jobs (i.e., working from home). We are working meticulously to make sure that our clients’ businesses are functioning efficiently.  We are taking complete care of our consultants and clients to make sure that they get all the resources and support needed.

Saxon Global is founded on six core values: Our Customers Come First (Clients and Consultants), Accountability, We Play Bold To Win, Keep It Simple, Teamwork, and Have a ton of Fun.

Our core values help us in this tough time to support internal employees, consultants, and clients. We are making all efforts to ensure these groups are connected, supported, and productive.

Here we are focusing on these points:

1. Helping our clients to make the transition to connect with remote teams ready to support everything – support, helpdesk, access management, queries to maintain the business continuity.
2. We have started implementing technology toolkits for virtual interviews, hiring process, onboarding process, and other resources to maintain the social distancing and continue productivity
3. Our workforce is fully equipped with secure technology toolkits to provide secure and maximum productivity to our clients
4. We are more connected than ever. Our all forums are active where clients can engage with our account managers anytime

We would like to thank you for being a valued member of the Saxon Global Family

COVID-19 is continuously spreading across the globe, resulting in shutting down several offices across the world to stop the spread. CIOs need to take some proactive measures to combat this situation without hampering the operations. This pandemic is also causing economic danger to the entire world.

In the latest event, the trillions of dollars wiped from financial markets this week. 

WHO has already classified COVID as a pandemic, which means organizations should be cautious more than ever to combat this virus and continue their operations simultaneously? Is it possible? Yes.

“The value of digital channels, products, and operations is immediately obvious to companies everywhere right now,” says Sandy Shen, Senior Director Analyst, Gartner. “This is a wake-up call for organizations that have placed too much focus on daily operational needs at the expense of investing in digital business and long-term resilience. Businesses that can shift technology capacity and investments to digital platforms will mitigate the impact of the outbreak and keep their companies running smoothly now, and over the long term.”

Businesses need to be proactive in maintaining as much operational continue as possible without spreading this virus. Digital transformation is one of the areas where organizations should have invested more. However, late is better than never. CIOs now need to expand access and capabilities in the digital workspaces resource category. It will help them to maintain the continuity of the operation to some extent.

CIOs Need To Expand digital workplace resources and access

Company leaders and government representatives in several countries asked the people to avoid unnecessary travel and social gatherings to prevent COVID viral spread. Many organizations have asked their employees to work from home to ensure that they keep active the operations as well as avoid the spread of this virus, keeping their employees safe. CIOs need to take these proactive steps:

Understand the typical workflow:

CIOs need to understand the workflow of the people who can work their jobs remotely and provide them access to the system they need. It can include a laptop, communication platforms like messaging, chat, emails, ERP systems, etc.

54% of HR leaders in our snap poll indicated that poor technology and/or infrastructure for remote working is the biggest barrier to effective remote working.

Gartner

Determine security needs:

It is very critical to overview the security needs and assess what their team members need to work safely. It will be better if employees are provided with the authorized systems to keep the data and work securely. Employees will be working on a public or private network of their locations. CIOs need to consider the endpoint security aspects for employee identity and service devices.

Update HR policies and Resource Access:

As organizations are asking their employees to work from home, they also need to update their policies regarding this plan (Who can work from home, who often and for how long). Moreover, the IT department will make sure that they maintain the proper surveillance of giving access and limiting it when required.

Team members need to undergo a training program to understand data protection and how they can exchange the document and information safely.

Get Ready With New Capabilities:

It is the time when organizations need to scale up their technology capabilities. Instant messaging, Videoconferencing, and other collaborations tools are some of the examples that will facilitate the remote work. 

CIOs need to assess the needs and acquire the required access to these capabilities. Ideally, they should connect with flexible and short-term contractors with their existing vendors or new ones to accommodate the current surge.

There is no wonder that in this hypercompetitive labor market, 60% of recruitment leaders are planning to invest more in Candidate Experience.

What is the candidate experience?

A candidate wants to be treated affectionally throughout the interview and joining process. Candidate experience is all about how a job seeker perceives and reacts to the hiring process (Sourcing, Interviewing, and Onboarding).

Why Is it so important now?

The current labor market power has shifted towards the candidates, giving them the power to decide to choose a job.

In today's market, 92% of candidates have more than one job offer on the table to decide. 

Gartner

They don't feel afraid to back out from the hiring process if they find it not matching their expectations.

36% of candidates stated that they had accepted a job offer in the past but after that decided not to join. This situation leaves the recruiters to start the hiring process from the beginning again, which is undoubtedly a disappointing situation.

Why Does It Happen?

There are plenty of reasons for backing out of the hiring process; however, there is one thing common: Negative Emotions. The hiring journey of a candidate includes several stages, which can be filled with excitement and hope, and sometimes filled with frustration, fraught, and confusion.

How To Improve Candidate Experience?

According to Garner's research report, there are four critical moments in the candidate experience: Attraction, Application, post-application, and decision making. To succeed in the hiring process, organizations need to work to understand these four key factors and mitigate the negative emotions to give world-class candidate experience to the candidates.

Attraction: When Candidates check information related to the job

Application: When Candidates submit their job applications

Post-Application:  The time when candidates are waiting to hear back from the recruiters

Decision making: When candidates decide whether to accept a job offer

Candidates may withdraw their application or back out of the hiring process or post negative reviews about the company if the company fails in these four key points to provide a better candidate experience.

Attraction: Candidates are Swamped with Information

Undoubtedly, candidates have access to plenty of information now than ever.  Candidates' mail inboxes are bombarded with Glassdoor follow-ups, LinkedIn recommendations, and mails from recruiters of different companies. With all this noise, it isn't very easy to make your message stand out.

Instead of increasing the quantity of outreach, focus on improving the quality of candidate outreach. It will break the clutter and stand out your message. Create personas of your target segments and then craft the message around those personas to appeal. This strategy will help you to target the right talent with the correct information.

Application: Candidates Are Puzzled Regarding The Job (Poor Job Description)

The first thing that candidates ponder on while applying for a job is Job Description. Despite given this much importance to the job description, recruiters usually skip it. Job descriptions are the gateways for the recruiters to introduce their jobs to prospective candidates. However, most of the recruiters leave the candidates confused regarding what the job exactly demands. Thus, either the candidates apply for the wrong job or never apply for the first place.

Job descriptions with a laundry list of bullet points had a 7% apply rate vs a 46% apply rate for descriptions with few bullet points.

They need to have a clear picture of their role and responsibilities. Here are three vital ingredients of a well-written job description – Culture Description, Interesting work, and fewer bullet points.

Post-Application: Feeling Disappointed Due to “Little to No Communication”

After submitting the job applications, candidates reach the stage where they keep on waiting to receive little to no communication from the recruiters or organization.  Candidates spend several hours preparing application materials.

In fact, 69% of new hires report dissatisfaction with the status updates they receive from organizations throughout the process.

Gartner

17% of candidates withdraw due to the lack of contact/proper communication.

Gartner

Recruiters need to fix this negative experience. For this, they need to enable a transparent process where they first need to set realistic expectations. They should provide clear timelines and do proactive communication with the candidates.

Decision Making: Multiple Job Offers, which one to choose

The hypercompetitive job market is giving the power to the candidates to select the organization. Therefore, candidates often in more than one job offer in their hands to choose from. Having more than one job offer leaves them stuck in the decision-making stage.

In the past three years, the number of candidates considering at least one other offer rose by 31%

Gartner

Candidates are struggling in this phase to make the right decision. Recruiters make all attempts to persuade the candidates to accept their job offer, but this only does not help. Instead, recruiters should act like career coaches for the candidates and guide them to assess the best fit based on their interests and preferences.

They can show them organizations' comparisons, highlight benefits, consider their employment value proposition EVP. Help them to cut all irrelevant information and make them focus on what matters. It helps the candidates to make the right decisions and reduces the chances of new-hire turnover.

Conclusion

The recruiting process is a rollercoaster of emotions wherein candidates go through various stages. It is a journey full of emotions. Recruiters can mitigate negative emotions and build the right team for their organizations. It is more like helping the candidates to find their dream job. Think from their perspective.

Isn’t finding the right talent is the biggest constraint for your business growth? The current labor market is grappling with the talent shortage problem. 

The unemployment rate in the U.S. dropped to its lowest point in the last 50 years. Employers are pouring more and more jobs in the market but finding trouble in hiring the right talent.

“Lacking talent and skills is the top internal constraint to digital business growth,”

Lily Mok, VP Analyst, Gartner

Hiring Challenges

Skill Shortage: The technology trends are changing at a rapid pace; job seekers missing to match this pace will not be able to fit the right talent pool. One of the biggest challenges is to find the right talent for the job.

Employee/Employers Ghosting: The unemployment rate has shifted the market in favor of job seekers. They are controlling the job market. Employee ghosting has always been one of the biggest challenges for employers. However, the current market is total employee-oriented, which means they have multiple options to choose from.

Flexibility: Gig economy is growing by leaps and bounces. Job seekers are attracted to freelancing and contract jobs because they get more flexibility. Employers are still pondering upon this issue to understand to what extent they need to give feasibility to their employees.

“In 2027, more than half of the workforce will be or will have been, an independent. ”

MBO partners

Proactiveness/ Building Talent Pool: Most of the Human resource managers act in a hurry when it comes to hiring talent. They never proactively build a talent pool, which turns into higher TAT for hiring the right talent.

Candidate Experience: It matters a lot. A candidate wants to be treated affectionally throughout the interview and joining process. Candidate experience is all about how a job seeker perceives and reacts to the hiring process (Sourcing, Interviewing and Onboarding)

“According to a 2019 survey conducted by PricewaterhouseCoopers, nearly half of U.S. job seekers in high-demand industries such as technology, energy, and banking have turned down job offers because of the wrong candidate experience.”

Proven Methods to Tackle Talent Acquisition Challenges

Speed Up The Hiring Process: 

1. Remove unnecessary steps involved in the process
2. Write an unambiguous job description
3. Screen Skills Not Resumes

Improve Candidate Experience:

1. Treat them professionally from the beginning of the recruitment process.
2. Enable easy application process
3. Respect candidates’ time
4. Communicate, communicate, communicate
5. Give and ask for feedback
6. Build and Maintain candidate relationship

Build the talent pool:

1. Review your organizational strategies
2. Assess the company's current talent to identify any skills gaps
3. Prepare a repository of Sourcing Tools (Social Media Campaigns, Referrals, Website, Inbound Recruiting, talent networking events, etc.)

Upskilling/Reskilling of the existing workforce:

1. Connect employees with a mentor.
2. Encourage self-training (Rewards, pain training time, flexibility to attend training seminars
3. Use real-life simulations and case studies.
4. Build a Learning Culture
5. Online Training Courses

Hiring is a time-consuming process. Hiring managers undergo a rigorous process to identify the ideal candidate. However, what if despite all the efforts, they get it all wrong? According to a survey, a technology company could lose an average of $15,000 for a single bad hire. When it comes to workplace mistakes, hiring the wrong resource can be worse than poor performance.

Recruiting the perfect tech talent is unarguably the most critical aspect of a business. Finding the right talent is not easy, especially when it comes to tech talent. To make sure that you make the right decisions, you have to consider a plethora of factors to improve recruitment efficacy.

In the contemporary tech-driven world, finding optimal staffing solutions can be extremely vexing, especially, for companies in the IT industry. Hiring top IT talent is imperative for organizational growth and success, which is why exceptional IT professionals are high in demand and rare to find.

If you are looking to recruit the top tech talent, to start a new team, or add another member to your existing organization, here are some of the common mistakes most recruiters make and the ways to avoid them:

Pitfall # 1: Formulating incorrect job descriptions

The most common and greatest mistakes recruiters make is, failing to define job descriptions correctly. Especially in the IT industry, hiring the finest tech talent in the market requires you to be very specific about what you need. In contrast with management or any other field, IT experts are specialized professionals with a very particular set of skills.

If you want your company to be on top, you need to ensure that the hiring process is tuned at every end. It is crucial for your hiring process to attract the correct fit for your business right from the beginning. It’s a common practice to rush into interviews without formulating correct job roles and requirements picking up candidates through their resumes on LinkedIn or other portals.

Imagine making a product without understanding client requirements? There is no logic to this equation. The same goes for hiring. Hiring a professional who doesn’t have the skills necessary for the job can only lead to undesirable outcomes. Hiring managers need to explicitly understand the job roles and requirements before assessing potential recruits.

The solution:

What you need to do here is to review the job role and requirements for the position carefully, before choosing a candidate. Then look at the candidate’s previous experiences and evaluate if they are aligned with current job requirements. Ensure that every relevant authority agrees with the information provided for reviewing candidates, so there are no uncertainties left – get every stakeholder on onboard.

You can also discuss the job role with someone who is working in a similar capacity. You might not be aware of what is actually required for the role. You can sort it out by talking to peers to get insights about the role. Also, develop a list of expectations that should be achieved within a timeframe. Now you have evaluation metrics to measure the candidate’s performance and skill.

Don’t completely rely on information that is present on the resume. It could portray that a candidate is right for the position, but that might not be true.

Pitfall # 2: Overcomplicating the process

Overcomplicating the recruitment process is a common mistake, recruiters make – driving the top tech talent away from their company. Hiring is a two-way process; while a hiring manager looks for the best fit, candidates also look for the right company. Hiring managers are usually focused on meeting the ends, i.e., hiring the right candidate. They don’t pay attention to the other side of the picture.

Everyone wants a top performer. Obviously, you would like to see your company grow towards success. Your company’s recruiting process is the first impression on potential candidates. An efficient process would attract candidates to join the organization.

Another factor that can hinder the recruitment process is a comprehensive evaluation. While it may be useful for certain positions, making it a ground-rule for all positions may lower recruitment efficiency. Each role needs a correlated evaluation method to improve the onboarding process.

The solution:

To avoid this particular pitfall, you need to understand the whole process. If you are interested in a highly talented candidate, then they are interested in you for sure. While you are going through their resume, they are doing the same for your company. This is the time when you will discover each other to find out if you can work together or not.

By following the correct process, you value their talent and time. Simplifying the process could make it easier. Revise the process. Drop unnecessary recruitment stages and improvise the process. Only keep the part that could help your team to select a candidate with minimal effort. You can use a questionnaire or use their work samples for the test rather than evaluating an individual on customary, standardized tests.

Pitfall # 3: Structure is the key

Once you shortlist a candidate, and they are ready to join your company. What’s next? Do you have a systemic process to execute the transition? Most of the hiring managers think that when the contract is signed, their job is done and dusted; however, this is wrong. That is the starting point.

What is the solution?

You must be thinking that an orientation program can be a correct move. In reality, it’s a lot more than just orientation.

The onboarding process should cover the candidate’s experience as a whole. You should revamp the process by keeping data and carrying out surveys. The orientation program should not be just a guide to café or emergency rules. It should include training courses, future planning, assessment programs, and introduction to leaders. These factors are equally important and fall under the banner of HR, whose responsibility is to take fresh talent onboard with utmost agility and professionalism.

We have started a series of CIOs Breakfast Tech Event, where we bring in technology leaders from DFW. The first episode of this series was focused on “ Artificial Intelligence, Knowledge Mining, and Machine Learning. The discussion was led by Sriram Ganapathy, Director AI, Microsoft. We had tech leaders from different industries in our event.  

Have you ever thought about the situation when knowledgeable and highly experienced people surround you? It is nothing but feels like swimming in the ocean of Knowledge. Our guests made the event so engaging that we all got a lot of practical questions about Knowledge mining and artificial intelligence. Technology Is Evolving At Much Faster Speed, so are we.   

Takeaways: 

Machine Learning and AI is here to improve the process and productivity not to cut the jobs 

There is a growing demand for Machine Learning and Artificial Intelligence Experts 

Organizations Need to Reskill Their Staff with the latest technology  

We have been in the IT staffing business for more than 15 years. For us, bridging this skill gap in the market is very important. We are bridging the gap between Tech Companies and Tech Consultants.  

Dallas, Irving Nov, 8, 2019,  

Saxon Labs, a software development, cloud & Automation technology solutions provider, has joined the Automation Anywhere Alliance program to help customers augment their business processes and accelerate digital transformation. This alliance is focused on fostering the automation solutions across the country with Saxon Labs Technology Services. Enterprises are adopting automation at a rapid pace, with this alliance program, Saxon Labs strengthened its RPA services. Saxon Labs aims to strengthen organizations’ productivity and save time and cost by transforming their manual processes into robotic processes.  

Organizations today are now embracing the new wave of technologies like IoT, cognitive computing, and task-level Robotic Process Automation (RPA) to overcome challenges like reducing Total Cost of Ownership (TCO), increasing workforce efficiency, reducing human error and so on.  

Saxon Labs CEO, Gopi Kandukuri said, "We have been helping our customers across the industries to achieve their business growth by adopting the latest technology. Automation is the new wave of technology, and we look forward to delivering superior customer experience to our customers working with Automation Anywhere." 

About Saxon Labs: 

Saxon Labs is a Dallas based boutique software company focused on solving customer business challenges using technology. Its core services include Software Development, Robotic Process Automation, Cyber Security, Cloud Applications, and Digital Transformation. Saxon Labs is transforming the ideas into reality, solving the most complicated business problems, and helping the industries to boost productivity.  

About Automation Anywhere  

Automation Anywhere is a global leader in Robotic Process Automation (RPA). Its products are developed to enable organizations to operate with greater efficiency by automating any part of the business. With its innovative technology products, Automation Anywhere is helping organizations to overcome challenges and improve efficiency resulting in business profits. 

Media Contacts:  

Name: Hari Mylariah 

Organization: Saxon Labs 

Address: 1320 Greenway Drive Suite # 660, Irving, TX 75038 

Phone: +1 972-550-9346 

Website: https://saxonlabs.com 

Saxon Global is awarded with the prestigious Dallas 100 fastest-growing companies award. We are honored to be recognized among the top innovative businesses operating in Irving, Dallas. Being ranked among the fastest-growing companies is a responsibility that we have been carrying out continuously. The biggest challenge was to maintain the consistency of delivering superior customer experience. Now, this award testifies that we are consistent in our endeavor to “Create Better Lives For The People We Serve.”  

This year’s winning companies collectively generated 3.5 billion in sales in 2018, according to Simon Mak, the Linda A. and Kenneth R. Morris Endowed Director of the Caruth Institute for Entrepreneurship at SMU Cox. Collectively, the companies grew at an average annual growth rate of 82 percent from 2016 to 2018. Together, they created almost 7,000 jobs in that same period.   

“These companies are the unsung heroes of the Dallas-area economy,” said Mak. “They are entrepreneurial dynamos, creating products and/or services that in turn create jobs and generate income for their owners, not to mention the millions of dollars they collectively contribute to our economy. For almost three decades now, it has been our honor at the Caruth Institute of Entrepreneurship to shine the spotlight on the critical role of entrepreneurship in the DFW economy. Congratulations to this year’s Dallas 100™ honorees.”   

“This award is the testament of our dedication and commitment to serve our customers. It reflects more than 400 team members' efforts and hard work. This is the second time in a row (2018, 2019), we are honored with this award, more to go.” Gopi Kandukuri, CEO Saxon Global 

About Caruth Institute for Entrepreneurship 

The Cox School’s Caruth Institute for Entrepreneurship ranks the top 100 Dallas privately-held entrepreneurial companies annually based on percentage growth and absolute dollar growth over the previous three years. The Institute, working with the accounting firm BKD LLP CPAs and Advisors, examined sales from hundreds of companies for 2016 to 2018, the last year for which complete data is available. The winners represent a broad spectrum of Dallas-area businesses. The ranking of the top 100 fastest-growing companies will be revealed at the awards ceremony.  

Dallas 100™, co-founded by the SMU Cox Caruth Institute, honors the ingenuity, commitment, and perseverance of the fastest-growing privately held entrepreneurial businesses in the Dallas area.  

About Saxon Global  

Saxon Global is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. We at Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media, and Entertainment for their continued growth. 

Saxon Global, in its pursuit of excellence, has strengthened its skills and expertise in emerging technologies. What makes Saxon Global unique is our ability to help clients meet their business challenges through these technologies. Customer delight, which forms the core of Saxon Global vision, is built on strong pillars of Transparent Process and Trusted Delivery. 

Irving, Texas, Release: September 18, 2019.

Saxon Global, LLC is pleased to announce the completion of the merger of CLICK IT, Saxon acquired a Kentucky headquartered premier staffing agency in March 2018. As we welcome the CLICK IT into the Saxon Global, we believe that their expertise in the staffing industry will significantly contribute toward expanding our service offerings.

This merger fortifies Saxon Global’s continuing expansion of footprint by delivering high quality of delivery and contribute to the growth of our existing customers.

At the core of this merger is the success of our stakeholders. With this synergy, we are one step closer to our mission: To Create Better Lives for The People (Consultants & Hiring Managers) we Serve.

United by our vision, this new alliance makes now Saxon Global the forerunner in the Staffing Industry, boosting the organization’s future growth and performance.

Saxon Global, founded in 2000, is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media and Entertainment for their continued growth.

Launched in 2013 by veterans of the IT staffing industry, CLICK IT delivers successful technology staffing solutions with healthcare industry focus.

“We were looking to expand our US footprint and strengthen our Customer Relationships. The completion of CLICK IT into Saxon family helps us to serve our customers better in the Greater Cincinnati Tri-State Area and broaden our healthcare customer portfolio”.

- Saxon Global CEO, Gopi Kandukuri

“CLICK IT Staffing is pleased to join the Saxon Global family of companies. We have a firm hold in the Midwest and appreciate both the depth of our alliances and the market expansion resulting from our focus on relationships. People matter most, and they matter first. Solving technology staffing challenges throughout the region is not only a great business, but it's a great honor. Saxon Global will enable us to expand our reach, deepen our roots and provide even better service to both talent and employer.
Effective October 1, our merger with Saxon Global will be official. Going forward, all communication will arrive under the Saxon name."

- CLICK IT President, Sam Smith

Media Contact info:

Name: Hari Mylariah

Organization: Saxon Global

Address: 1320 Greenway Drive Suite # 660, Irving, TX 75038

Phone: +1 972-550-9346

Website: https://saxonglobal.com

What employers want to listen is not you need to say in an interview. It is not a process where you need to please your interviewer or employer to get a job.  

It is a process where you discuss your skills, professional experience, achievements and learn about the organization. It is always vital to be comfortable during the interview so that you find a perfect match for your career.  

Being yourself means being authentic from resume to your explanations. Do you want to work where your personality and work style do not match? Here are some tips to be authentic and during the interview and find the perfect match.  

Be Authentic

When it comes to the interview, many candidates conceal or tamper a few facts. They feel compelled to do this so that the hiring manager sees them as a perfect match.  

Does any relationship succeed in long-term built on misrepresentation? Nope. 

Authenticity builds trust and strengthens the relationship. 

Self-awareness is Key

Most interview preparation blog posts underline the need for confidence during the process. No one can deny it. But, the unfortunate part is they miss out on emphasizing the need for self-awareness. One needs to have the right measure of confidence in wearing the right attitude while being aware of one's strengths and weakness.

Confidence with Self-awareness brings out humility. 

Don't overdo it 

Preparation of the interview is an excellent way to stay ahead. However, if you are trying to anticipate all the interview questions by reading thousands of online posts, you will end up unsuccessful.  

Would you like to be sounded a rehearsed person in the interview? No way, therefore read only a few authentic blog posts and learn a few valuable points.  

Be a storyteller

You can create an engaging experience for your interviewer with a strong storyline of your professional experience. Any good story is a hero's journey through the challenges and tribulations. So using this technique to share your professional contributions, success and the difference you have made in the lives of your previous employers can make you a hero in the eyes of the interviewer. 

Note: Any good hero gives due credit to his team and never fail to do that. 

Small talks can be helpful

You are in interview mode as soon as you reach the venue of the interview. You are always on a watch in the interview process. Your interaction with the front desk and any other individuals you meet as part of the interview counts. Small talks with front desk can help you learn about the culture and values.  

Build a Genuine Resume

One of the rookie mistakes that most of the job seekers make is forging their resumes with false details.  

According to HireRight's employment screening benchmark report, 85 percent of employers caught applicants faking on their resumes or applications. 

If you don’t have the specific skills required by an employer but still think you could be a right fit, make the case for it in your cover letter.