Employers frequently make job offers based only on the quality and history of a candidate’s CV; based on that, they will then hire them. Soon, however, they might realize that the candidate is not what they represented themselves to be.
Such lies on CVs are more common than you might think, as 32% of the 1,500 people surveyed by StaffCircle admitted to lying on their CV. What’s more astonishing is that 93% of survey respondents who lied to gain a new job weren’t discovered once they were employed. Furthermore, 51% of those who lied to gain a job still kept that position when the poll was done.
The research reveals that many candidates who lie on their CV escape punishment. For example, 42% of workers admitted that lying to employers during the hiring process gave them an advantage. This might imply that they got a job; if they had been honest, they might not have.
How Many Would Lie in the Future?
For future job chances, 63% of respondents stated they would lie again, or at the very least, be severely tempted to do so. Although 68% of those who lied said the interview process was “extremely thorough” or “very thorough,” they still lied.
In addition, more than 62% of people who claimed to have lied on their resumes said they would be more likely to do it for a remote position. Businesses may benefit from this since it will be simpler to discover the best applicant, as location constraints would be gone.
But besides being mindful of candidates who lie about their accomplishments, HR professionals must also ensure that the candidate has the self-discipline necessary to perform their job remotely.
What can be done to stop the lies?
Although thorough reference checks are a standard procedure for confirming a candidate’s experience, they frequently get delayed or demand a lot of follow-up from HR. Utilizing competency-based interview questions and probing a candidate’s skills and abilities can help spot any potential flaws and inconsistencies in their skill set earlier in the recruiting process.
You may evaluate skill levels and even identify skill gaps in your team using a specialized performance management system. You can determine an employee’s suitability for a role by understanding their skill sets. By doing this, expensive hiring errors may well be avoided.
Introducing a separate “cultural interview” or the 9-box grid are two strategies that could effectively improve the candidate vetting process. In addition, a greater understanding of someone’s feeling of discipline can be gained by including questions about their daily activities and how they organize and prioritize their time.
The 9-box grid is a frequently used technique that helps organizations better understand talent management by identifying employee performance. This grid provides managers and HR professionals with a quick snapshot of a worker’s current performance and future potential.
It can also check a worker’s advancement through time in terms of performance level and capacity for growth. So the 9-box grid can help identify if an employee is not improving over time or their performance is not good enough.
A more thorough interview method is possible using HR, performance management tools, and techniques. It improves the overview of each position available by delving further into the specific qualifications needed for potential hiring. Candidate inaccuracy is decreased by applying competency-based procedures to match these skills to the interviewees.
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