Have you considered lying on your CV?
A survey from StaffCircle found that 32% out of 1,500 people lied in the past on their CVs, and it also revealed that 63% of respondents would lie, or rather be seriously tempted to lie again in the future. Lies in the CV are complex problems to solve. HR departments need to employ a variety of tools to catch these liars. Rigorous background checks are an essential part of the toolkit. What else can companies learn from the new survey?
Which age demographic are more prone to bending the truth?
The survey found the most likely demographic to fabricate parts of their CV were the 25-34-year-olds. 35-44-year-olds were the second most likely group to lie, followed by the 18-24-year olds. Why are employees so dishonest to get the job they want? The most common lies tell the tale of the pressures candidates feel in the job market. The survey found the top three thing to are:
1. Work experience
Over 50% of the 1,500 people surveyed admitted they lied to cover their lack of experience. It is a common conception that when it comes to recruiting people for roles, experience is absolutely critical.
A lack of experience can hurt, even for entry-level roles. Many candidates might feel compelled to add a few extra years to their CVs to make their experience look more impressive. Focusing too closely on work experience can hurt candidates and employers. It is important to pay attention to the candidate’s talents and abilities. Many transferable skills could help perform in many jobs, even if the candidate doesn’t have enough years’ work experience under their belt.
2. Skills
38% of respondents said they lied about their skills in their CVs. They could have over-exaggerated their capabilities to get into more senior roles. Skill-based lies are hard to spot. Thorough background checks can help spot lies about work experience, but lies about skills are different. Companies should place greater care on using competency-based techniques during the interview process. They can help identify candidates’ strengths and weaknesses.
3. Previous salary
26% of people said they had told lies about their previous salary. Giving an impression of a higher salary in the previous role could help attract a better salary in the new job. But companies can spot salary-based lies with proper background checks. Tax paperwork reveals a candidate’s salary information, which is something organisations should check.
Are lies on a CV a good idea?
The survey revealed that 93% of those who had lied didn’t get caught, and at the time of the survey, 40% of them still had the position they had lied to get. Candidates who resorted to lies didn’t agree with the benefits, however, 58% of them said lies didn’t give them a competitive advantage; they didn’t think the lies boosted their career success. The temptation to lie can always be there, but the consequences of getting caught are real. 14 out of the 1,500 respondents had faced legal action after they got caught. Candidates who lie could damage their reputation in the job market.
How can a liar be caught?
The survey highlights the many problems companies and candidates can face. The recruitment process doesn’t always work, and liars can slip through. Hiring a candidate who has lied can mean the wrong person ends up in the job. An efficient employee performance management system can allow companies to evaluate high-level skills and assess if there are skills gaps in the workforce. Companies can understand their employees and how qualified they are to perform a job role. Additionally, companies need to use rigorous background checks during the recruitment process. It’s crucial to also focus on candidates’ skills and competency. Skill-based interview techniques and further assessment after hiring are the keys to unleashing the full potential of potential and current employees. Finding the right person for the job requires a good understanding of what the role requires.
