The struggle to find qualified applicants for open positions is real. Just ask any number of employers across the state that are working hard to fill job vacancies that have remained open for months. Recruiting efforts are made even harder when one considers the results of a recent study by staffing firm OfficeTeam, which found that almost half of workers (46 percent) said they know someone who included false information on a resume, a 25-point jump from a similar survey in 2011. Job experience (76 percent) and duties (55 percent) were cited as the areas that are most frequently embellished.

Fifty-three percent of senior managers suspect candidates often stretch the truth on resumes, and 38 percent said their company has removed an applicant from consideration for a position after discovering he or she lied.

“To verify information and avoid costly hiring mistakes, employers should conduct thorough interviews, reference checks and skills testing with the help of a staffing firm," according to Brandi Britton, a district president for OfficeTeam.

Common signs to watch for when considering whether a job seeker may be lying on a resume include:

1. Skills have vague descriptions. Using ambiguous phrases like "familiar with" or "involved in" could mean the candidate is trying to cover up a lack of direct experience. To assess a worker's abilities, conduct skills testing or hire the person on a temporary basis before making a full-time offer.
2. There are questionable or missing dates. Having large gaps between positions or listing stints by year without months can be red flags. Inquire about the applicant's employment history during initial discussions and ask references to validate timelines.
3. You get negative cues during the interview. A lack of eye contact or constant fidgeting may suggest dishonesty, but don't eliminate a promising candidate by making a judgment based solely on body language. Consider the individual's responses to your questions and feedback from other staff members who met him or her.
4. References offer conflicting details. Ask initial contacts about additional people you can speak to about the prospective hire. Also check if there are connections in your network who can provide insight about the candidate.
5. Online information doesn't match. Don't always take what you find on the internet at face value. There may be multiple professionals with the same name or legal issues with how the information can be used. Verify facts during the interview and reference check processes.