SINGAPORE'S economy is growing at a healthy rate, creating diverse job opportunities. With the vibrant job market, there is an increasing demand for high-paying jobs that come with alluring perks.

Increasingly, companies are beginning to adopt a "total talent acquisition" mindset to ensure that they recruit the best staff with the required skills and aptitude to succeed in the job in the shortest possible time.

The concept of total talent acquisition views the candidate in a holistic manner, across the different steps in the hiring process. The candidate is assessed through a multi-faceted approach and discrepancies and inconsistencies become obvious when the candidate misrepresents himself in the documentations.

Such discrepancies not only expose the character and technical flaws of the candidate, but also impede the candidate's chances of impressing his potential employers.

Before you launch yourself into the market - either as a fresh graduate or a seasoned executive looking for new opportunities - it helps to know how large companies manage their hiring process.

Here are some common discrepancies that employers see in the resumés of candidates during talent acquisition.

Online resumé

Employers today make use of online resources to attract applicants. From online jobs databases to the company's own website, forms and formats are created for applicants to fill up.

Points are awarded for factors such as the candidate's relevance to the job. For example, if the job requires three or more years of experience, a candidate who is a fresh graduate will not have his resumé highlighted to the human resource manager.

Candidates should fill in all fields with careful discretion to avoid misrepresenting themselves and to put in their best foot forward.

Bigger hat

In the Asia-Pacific, about 17 to 23 per cent of candidates applying for a job embellish their job titles, hoping that their prospective employer will offer them a job at a higher designation.

Some candidates create fake documents, substantiating their high designation. Most candidates simply add the word "senior" in front of their titles.

Apart from integrity and honesty issues, there is a strong possibility that the candidate will not have the capabilities and abilities to work in the real world as a result of his lack of exposure and experience.

Employers with total acquisition solutions can sniff these discrepancies out through background and verification checks. It would be a wiser move to communicate your confidence in taking on a job with higher responsibilities and negotiating for that position.

Absent abilities

People commonly fudge their abilities, claiming to be knowledgeable in using sophisticated programs, to impress their prospective employers.

This is prevalent throughout the world and falls in the range of 20 to 25 per cent of applicants. Many claim to know how to use software they hardly even launch on their computers.

With a good skills checking application, employers can test candidates' knowledge of specific tools required for the job. It will be highly embarrassing if the candidate scores a zero on an application test he claims to be an expert in.

Fake degrees

For every 10 resumés, there are one to two occurrences of candidates faking their educational qualifications. This is less rampant than the rest of the Asia-Pacific, but is still prevalent as online university degrees are becoming easy to purchase and obtain.

Many companies now conduct stringent reference checks to prevent fraud as part of their total talent acquisition process.

To be unbiased and have no conflict of interest when recruiting applicants, companies also hire third-party consultancies to screen applicants, to ensure the authenticity of applicants' resumés.

Not enough experience

Many candidates tend to project themselves as capable individuals with a depth of experience by inflating their years in service, and expanding their job scope to include a regional role.

About 20 to 23 per cent of candidates position themselves higher in the value chain, claiming to have major involvement in leading or participating in regional projects. A lack of such on-the-job experience may lead to disastrous implications for the company.

Under a total acquisition solution, multiple entries of comments from different supervisors can assess a candidate's competency in handling regional work and challenges. Unless you have real experience, it's better to learn on the job.

Total talent acquisition is really about an integrated hiring approach. Every step of the hiring process is monitored through an effective system. Employers can track any discrepancy along the process and act on it.

If you are looking for a job, it is important to leave a good impression on prospective employers by accurately reflecting your experiences and skills in your resumé.

Ace the interviews and skill checks that are applied during talent acquisitions by reflecting your true talents. Sometimes, it's not about the results of the tests, but the right fit for the company.

Understand the selection process that companies use to eliminate contenders so that you can avoid the pitfalls and increase your chances of getting the job you want.