Finding the right candidate for a job is tough, but it’s even tougher once you realize that as many as a third of employees have lied on their CVs. Abby Chinery discusses what the most common lies are, and how you can avoid a so-called ‘bad hire’

After sifting through hundreds of CVs, there is nothing quite like the feeling of finding a job candidate with the perfect educational background, experience, and skills for the vacancy. However, a survey by job site AdzunaOpens a new window has revealed that if it seems too good to be true, it probably is, as 37% of job-hunters have admitted to lying on their CVs. What’s more, almost half of HR Professionals are not taking the necessary precautions to avoid a bad hire.

According to the research, of those that had lied on their CV, 83% said they still got the job, with 43% stating that their lie directly contributed to them bagging the role.

With more than 4 in 10 applicants getting through based on deceptive resumés, it is clear that more stringent checks need to be undertaken by organizations. The estimated cost of a bad hire to a business, according to AXELOSOpens a new window , is estimated to be more than £2,000 per employee. Yet many HR professionals believe the cost to be more than just financial, with 26% worrying about the reputation impact an underqualified recruit has on their business.

It would appear that larger organizations are at higher risk of employing the wrong person for the role,

However, not all CV discrepancies are there to maliciously hoodwink hiring managers.  Most of the time survey respondents just wanted to “inflate the truth”. Yet, according to Risk Advisory, there has been a rise in university degree falsification, whereby a company (a “degree mill”) supplies candidates with false degrees from universities that do not exist.

According to Adzuna’s survey, most people fib about: their skillset, e.g. being proficient in Excel (43%), their work experience (39%) and then their education (35%). One respondent stated: “I only told a very small lie about my punctuality. I don’t think it’s worth risking not getting the job by telling huge lies”.

So, what does your average CV fibber look like? According to the results, they are usually male (58%), aged between 25 to 34 years old (34%), and looking for a job in Marketing or Advertising (17%).

Other sectors where candidates were more likely to inflate the truth were: Retail (14%), Finance (12%) and Law (12%).

One survey respondent expressed the opinion that it is almost expected to lie on one’s CV, stating “if a white lie gets you to an interview, there’s no harm done. Employers know CVs are rarely completely true”.

With only 62% of HR professionals believing you should always check references, a lot of room can be left for deception, as revealed by one anonymous source, who said:

“I was a fake reference for a friend. The company rang me up and I pretended I was her manager, told them what a great worker she was, what responsibilities she had. She got the job and they were none the wiser!”

Other findings include:

• 30% of HR professionals admit they waive qualification checks if the candidate has previous experience
• 35% of companies believe that the responsibility for uncovering CV lies sits with recruitment agencies.
• 53% of HR professionals admitted they are worried by the poor performance of under-qualified staff.

So, what can you do to avoid a bad hire?

1. Choose from the best

The key to getting the best candidate for the job is to make sure you have a large pool of potential interviewees. Spread your job vacancy ad across platforms to get a range of people to choose from.

2. Social media snooping

Once you have your favorite candidates lined up, do some quick social media snooping. According to research, only 6% of HR employees investigate the social media accounts of candidates, yet this is where you can find out the most about applicants, and you can also fact-check some of the information supplied on their resumé. Even a quick Google of a prospective employee’s name should do the trick.

3. Test the waters

If the position requires some technical knowledge, it is always good to add a skills assessment element to the hiring process. As the survey revealed this to be the most lied about aspect on a CV, you can always put the candidate’s Excel, French or typing skills to the test.

4. Ring their references

It might seem obvious, but checking in with their references would be a good way to do a quick background check on a candidate. Cross-reference the phone number supplied on the CV with contact details on the organization’s website to make sure you are speaking to the right person.

5. Education Check

A quick call to an educational institution will give you the information you need as to whether your candidate’s education is correctly listed on their CV. You can also request that a candidate brings in their degree certification into the interview with them.