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BEWARE! The average CV of Myanmar Job seeker contains more lies than you'd ever imagine


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ကၽြႏု္ပ္တုိ႔ႏွင့္ ပါတနာျပဳလုပ္ထားေသာ ( Executive Search- ES ) ကုမၸဏီသည္ ၂၀၁၅-၂၁၀၆ အတြင္း အင္တာဗ်ဴးရာတြင္ ဝန္ထမ္းမ်ားကုိ  ကၽြႏု္္ပ္တို႔၏ ဝန္ထမ္းမ်ားအားအကဲခတ္ဆံုးျဖတ္ႏုိင္သည့္ ေဆာ့ဖ္ဝဲ အသစ္( Candidate Assessment Software) ကုိ အသံုးျပဳ၍ စစ္ေဆးခဲ့ပါသည္။ ၄င္းေပၚတြင္ အေျခခံ၍ ျမန္မာႏုိင္ငံတြင္ မွန္ကန္စြာေဖာ္ျပထားျခင္းမရွိသည့္ CV မ်ားပ်ံႏွံ႕မႈႏွင့္ပက္သက္ျပီး စာရင္းအခ်ိဳ႕ကုိ ျပင္ဆင္ခဲ့ပါသည္။ စာရင္းမ်ားတြင္ျမန္မာႏုိင္ငံရွိအလုပ္ရွာေဖြသူမ်ားသည္ မွန္ကန္မႈမရွိေသာ ယံုၾကည္မႈမရွိေသာ အုပ္စုတြင္ ပါဝင္ေနသည္ကုိ ျပသေနပါသည္။ ထပ္ေလာင္းတင္ျပပါက သူတုိ႔သည္ မမွန္ကန္ေသာ အခ်က္အလက္မ်ား ၊ အတည္ျပဳခ်က္မရွိေသာ အခ်က္အလက္မ်ားကုိ သူတုိ႔၏ CV တြင္ ထည့္ထားၾကပါသည္။အလုပ္ရွာေဖြသူမ်ားသည္ သူတုိ႔၏အရင္ကရွိသည့္ သင့္္ေလ်ာ္ေသာအရည္အခ်င္းႏွင့္ပက္သက္၍ ( credentials) အမွန္ေဖာ္ျပျခင္းမရွိသည္ကုိ ေတြ႔ရွိရပါသည္။ ထုိ႔ေၾကာင့္ အမ်ားဆံုးသူတို႔ လုပ္ၾကံေျပာဆုိေဖာ္ျပႏုိင္သည့္အရာမ်ားကုိ ေဖာ္ျပေပးလုိပါသည္။

 

Candidates Qualifications

- ၂၀၁၅ တြင္  tertiary qualifications ႏွင့္ပက္သက္၍ ၆% ကို အတည္မျပဳႏုိင္ေၾကာင္းကုိ စစ္ေဆးေတြ႔ရွိပါသည္။

Certificates အားလံုး

အလုပ္ရွာေဖြသူအမ်ားအျပားသည္ တကၠသိုလ္ဝင္တန္းတြင္ ေျဖဆုိခဲ့ရသည့္ ဘာသာရပ္မ်ားကို ေျပာင္းလဲျပီး သူတုိ႔ကုိ ပုိမိုေကာင္းမြန္သည့္ impressive ျဖစ္ေသာ သခ်ၤာ ႏွင့္ သိပၸံဘာသာရပ္မ်ားျဖင့္ အစား ထုိးေလ့ရွိၾကပါသည္။

- ES သည္ ၂၀၁၅ တြင္ Candidate မ်ား၏ Certificate မွန္ကန္မႈ၏ ၂၀% ကုိ အတည္မျပဳႏုိင္ခဲ့ပါ။

အရင္က အလုပ္ခန္႔အပ္ျခင္း   ( Previous Employment)

အလုပ္ရွာေဖြသူမ်ားသည္

၁. မမွန္ကန္ေသာ roles ႏွင့္ responsibilities မ်ားကုိ ေဖာ္ျပရန္

၂။ အရင္အလုပ္တြင္ ရာထူးၾကီးၾကီးျဖင့္ လုပ္ကုိင္သကဲ့သုိ႔ ေဖာ္ျပရန္

၃။ အလုပ္ေျပာင္းရသည့္အရာႏွင့္ပက္သက္၍ မွားယြင္းေသာ အေၾကာင္းျပခ်က္ကုိ ေပးရန္ ႏွင့္

၄။ လစာအေဟာင္းႏွင့္ပက္သက္၍ ပုိမိုေဖာ္ျပျခင္း( လက္ရွိရသည္ထက္ ႏွစ္ဆအထက္ ပိုမိုေဖာ္ျပျခင္း) တုိ႔ကုိ ျပဳလုပ္ရန္ အားထုတ္ၾကပါသည္။

Skills

ထင္ရွားမႈအေနျဖင့္ အလုပ္ရွာေဖြသူမ်ားသည္ ဘာသာစကားကၽြမ္းက်င္မႈႏွင့္ပက္သက္၍ ၂၃%၊ Computer skill ႏွင့္ပက္သက္၍ ၁၆%၊ ျမန္မာစာ typing ရိုက္ျခင္းႏွင့္ ပက္သက္၍ ၂၁% ၊ ကားေမာင္းကၽြမ္းက်င္ ျခင္းႏွင့္ပက္သက္၍ ၅ % စသျဖင့္  skill မ်ားကုိ မိမိကၽြမ္းက်င္မႈထက္ပို၍ ခ်ဲ႕ထြင္ေဖာ္ျပၾကသည္။

Cover Letter Characteristics- အေပၚစာႏွင့္ပက္သက္သည့္ လကၡဏာမ်ား

အင္တာဗ်ဴး ၊စမ္းသပ္ခ်က္မ်ားႏွင့္ Online Cross-checked မွ တဆင့္  တိုင္းတာထားသည့္ ဝန္ထမ္းမ်ားမွ၂၆% သည္ သူတုိ႔ေလွ်ာက္လိုက္ေသာ အလုပ္မ်ား၏ Job Description ႏွင့္ ကိုက္ညီမႈရွိေစရန္ အမွန္ကုိမေဖာ္ျပဘဲ ေျပာင္းလဲ တင္ျပၾကသည္။

လုိအပ္ေသာ personality characteristic ႏွင့္ aptitude abilities vs CVs

ကၽြႏ္ုပ္တုိ႔သည္ Recruitment Candidate Assessment Software မွ တဆင့္  personality characteristic ႏွင့္သိျမင္ျခင္းဆုိင္ရာစြမ္းရည္မ်ား( cognitive abilities) မ်ားကို မွန္ကန္မႈရွိမရွိ စစ္ေဆးခဲ့ျပီး အလားအလားရိွသူ ႏွင့္ သင့္ေလ်ာ္မႈမရွိေသာဝန္ထမ္းမ်ား ကို္ ခ်က္ျခင္း ခြဲျခားႏုိင္ခဲ့ပါသည္။

ကၽြႏု္ပ္တုိ႔သည္ candidate မ်ားကုိ Client မ်ားသုိ႔ မိတ္ဆက္ေပးရန္သာမက ဆက္လက္လုပ္ကုိင္ႏုိင္ရန္ candidate အတြက္ လုိအပ္ေသာ tranining လုိအပ္ခ်က္အျဖစ္ပါ ၄င္းကုိ အသံုးျပဳရန္ ေထာက္ခံလုိပါသည္။ ထို႔ေၾကာင့္ ၄င္းသည္ ES ကုမၸဏီမ်ားအတြက္သာမက အလားအလာရွိသည့္  အလုပ္ရွင္မ်ားအတြက္ အခ်ိန္ကုိသာမက ေငြကုိ ပါ သက္သာေစပါသည္။ CV ေပၚအေျခခံျပီး potential candidate အျဖစ္ ေရြးခ်ယ္ထားသူမ်ားကို test အားေျဖဆိုခိုင္းျပီးေနာက္ ၄င္းတုိ႔ထဲမွ၆၈% ကုိ သတ္မွတ္ခ်က္မ်ားႏွင့္ လံုးဝမကုိက္ညီသည္ကုိ ေတြ႔ရသျဖင့္  ထုိသူတုိ႕ကုိ ျဖဳတ္ခ်ခဲ့ ရျပီး ၄င္းတို႔ထဲမွ ၂၀%သည္ အရင္အလုပ္မ်ားတြင္ သူတို႔၏ ကၽြမ္းက်င္မႈႏွင့္ပက္သက္၍ခ်ဲ႕ထြင္ေဖာ္ျပထားသည္ကုိ ေတြ႔ရပါသည္။

 

မွားယြင္းဆိုးဝါးစြာ ဝန္ထမ္းခန္႔အပ္ျခင္း၏ အက်ိဳးဆက္မ်ား

အသစ္ဝင္လာသူအမ်ားစု၏  background ကုိ ေသခ်ာစစ္ေဆးသင့္သည္ဟု အလုပ္ရွင္မ်ားကို ကၽြႏု္ပ္တုိ႔မွ အၾကံေပးလုိပါသည္။ မွားယြင္းေသာ ဝန္ထမ္းမ်ားခန္႔အပ္ျခင္းကုိ ေရွာင္ရွားႏုိင္ရန္ တျခားေသာ toolsမ်ားႏွင့္ တိုင္းတာမႈမ်ားကုိ ေထာက္ခံေပးလုိပါသည္။ တကယ္အရည္အေသြးမျပည့္ဝေသာ ဝန္ထမ္းမ်ားအားခန႔္မိျခင္းသည္ ထုိသူမ်ားသည္ ကၽြမ္းကၽြမ္းက်င္က်င္မလုပ္ႏုိင္ဟု  အဓိပၸာယ္သက္ေရာက္သကဲ့သုိ႔ လူၾကီးမင္း၏ ထုတ္ကုန္စြမး္အားကုိလည္း ထိခိုက္ျပီး  ေငြေၾကးဆုိင္ရာဆံုးရံႈးမႈကုိလည္း ျဖစ္ေစပါသည္။

Warning! The average CV contains more lies than you'd ever imagine

 

Our partnering Executive Search (ES) company was running background screening of candidates during the interviews and by testing them with our new Recruitment Candidate Assessment Software during 2015-2016 years. Based on that, we have prepared some statistics about the prevalence of CV fraud in Myanmar. These statistics have shown that Myanmar job seekers are not always very truthful and trustworthy group of people. Plus they put a lot of incorrect, unverifieable information to their CVs.

It appears that job candidates lie about their credentials more than ever before. Here you are the sections they fabricated the most:

Certificates (all kinds)

- A lot of jobseekers changed the name of the subjects they matriculated with. They replaced the subjects with more impressive subjects like Business Management or HR management.

- The ES couldn’t confirm the authenticity of 20% of the candidates’ certificates in 2015.

Previous employment

Job seekers strived to:

- mention incorrect roles and responsibilities,

- inflate job titles in their previous jobs

- provide false reasons for wanting to change jobs,

- exaggerate their previous salary numbers (many times for more than double).

Candidates Qualifications

- 6% of stated in the CV qualifications that were checked in 2015 were unverifiable

Skills

Significant number of jobseekers overstated their language skills (23%), their computer skills (16%), typing skills in Myanmar language (21%), driving skills (5%).

Cover Letter Characteristics

26% of measured (interviewed, tested and online cross-checked) candidates has altered untruly their Cover letter to match the job description of the job they apply for.

Required personality characteristic and aptitude abilities vs CVs /Resumé information

We have crosschecked the personality characteristic and cognitive abilities through the Recruitment Candidate Assessment Software and thus we were able immediately after to identify „high potentials“ and „not matching“ candidates. Thus we recommended in many cases not to even introduce the candidates to clients or recommend a training needs for candidates to work on. So we save the money both to ES companies plus potential employers time and money. There were 68% of „potential“ candidates Based on CV immediately refused after tests as a complete mismatch. Out of that number another 20% exaggerate (manipulate) their accomplishments in previous jobs.

Consequences of a bad hire:

We would advise that employers should do careful background checks for most of the newcomers. In order to avoid hiring the wrong candidates, another tools and measures are highly reccommended.. Hiring a candidate that is not properly qualified will mean that they won’t be efficient, your productivity will suffer and you may suffer financial losses too.

Do you really want a liar working for you? Fet great Candidate Assessment Software (CAS) to help you to avoid big financial loses, disappointments and frustrustion. It helps you to pre-evaluate all your candidates either found from Executive searches or through online Job portals. It is really worth of money invested to your future and helps you to retain the high potentials.Employers in Myanmar uses  CAS predominantly in the hiring  process but also for  development purposes.

We have samples and FREE trials for you to become future partners in Candidates Assessment Software tool, now available in Myanmar.
Call our sales consultants at Tel: +95 973129906 Tel: +95 9252172944 or write to us at roger@rogerquest.com  to learn more.

 


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