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Annie Hayes



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CV liars catch bosses out


More than nine in ten people have admitted to lying on their CV in order to land a better job.

The poll conducted by Portfolio Payroll, a recruitment business and employment law firm, Peninsula show that worryingly CV liars are getting away with it.

Seven in ten employers say they still do not check candidate references, even though they are aware that lies can be told on CVs and applications.

Almost all candidates, 97% believe that they have benefited from telling fibs about their experiences and career history.

Despite 96% of respondents admitting to lying on their CV in order to improve their chances of securing a job, 84% believe it is unacceptable to do so.

Danny Done, Managing Director of Portfolio Payroll commented:

“Employers are faced with a conundrum of whether to check references and according to the poll subsequently discover that most of their applicants have in fact lied on their CV.

“A method of escaping this route is for employers to provide their own independent means of deciding whether the candidate is suitable for the position. This could be through independent tests to ensure the candidate has the necessary skills and ability to complete specific types of work.”

Done warns that employers must get into the habit of checking references to: “ensure it becomes the businesses common practice so the employer knows exactly who they are employing and exactly what skills they have to offer.”

The survey polled 1675 employees and 1246 employers.

One Response

  1. CVs
    I have not personally found such a degree of dishonesty amongst candidates as reported in practice, over several decades of recruitment experience (but admittedly for more senior positions), at least any more than amongst employers.

    Just as in any mature transaction, of a willing ‘buyer’ and a willing ‘seller’, I find that both parties often deserve each other.

    I personally find find that most honourable candidates seek and find honourable employers, and vice versa. And, may I say? That while there may be some dishonourable applicants, who may ‘enhance’ their cvs and readily be caught out with ethical assessment methods, there are equally unethical employers whom wise candidates may as easily assess ‘at the drop of a hat’?

    Often, the real issue is whether either participant (candidate or employer) feels they may be in a ‘buyers’ or ‘sellers’ market. But in either case, be forewarned?

    More off-line if you wish – but as potential employers, do recognise that your own track- record may need to be as open to scrutiny as your candidates? And candidates? – why go for a job dishonestly where you may not fit? A ‘bad’ experience will almost always be found out subsequently by any professional employer.

    In my experience, a ‘bad fit’, by employer or employer, is inevitably a bad fit for both parties.

    The cost of failure may be enormous to both parties. Short term solutions to a short term need by either party are, inevitably, may I say? – short-term.

    May I counsel full honesty and openness by both employer and potentail employee?

    There are plenty of useful tools available for assessment of both honourable employers and employees – do use them?

    Best wishes


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Annie Hayes


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