While it’s difficult to find the appropriate applicant for a job, it’s much more difficult when you learn that up to a third of employees have lied on their CVs, and that’s a modest number. A realist would probably say it was well over half of applicants tell some sort of porky pie in order to try and get a job. Today’s article outlines the most frequent falsehoods and how to ensure that the person you are hiring is what they say they are and, can do what they say they can.
Achievement Keeps Them In The Game
After speaking with HR reps and even with most outsourced human resources UK as well as any country would agree and say that the best part of the job is to find the ideal candidate for a job they’ve advertised for after sifting through a thousand or so CV’s. Apparently, there is a real sense of achievement and, part of the reason most HR workers choose to stay in the profession they are in. Some sources say the applicants of jobs were quite open to admitting that they had lied on their CV’s. One study suggests around 40%, another 30% so, to be safe, we’ll go with the higher number and add 10%, that’s probably a more realistic figure to go by.
To avoid hiring the wrong person for the job you could try some of the following:
Go for the person that stands out.
Advertising jobs has never been easier, but it is still important to try and find someone a little special, a person who can offer something unique over and above the other candidates. You will likely get a mix of people applying of which, you can shortlist.
Check them out on social media.
Once you’ve narrowed down your list of prospects, do a little social media research Apparently only around 6% of HR professionals look at the social media profiles of job prospects, which is a bit nuts really, especially if the person applied via social media. Anyhow, their profile can tell you everything you need to know about them, and you can also fact-check some of the information they’ve provided on their resume. The name of a prospective employee can be Googled to find out more about him or her.
Use the references.
Granted, it sounds like an obvious thing but a lot of HR reps don’t bother contacting a candidate’s references which is sad really because references are an excellent method to quickly examine their past. If you’re not sure who to call, cross-reference your phone number on the CV with the contact information on the organisation’s website to be sure.
Checking their educational background.
It only takes a short phone call to an educational institution to find out if the education mentioned on your candidate’s CV is accurate. Candidate’s degree certification may also be requested during the interview so you must make sure you’ve checked before having the face to face.
Don’t be afraid to quiz them.
Adding a skills evaluation aspect to the hiring process is usually a smart idea, especially if the role needs something technical. You may always evaluate the candidate’s Excel, French, or typing abilities since this was found to be the most lied about part of their CV in the study.
