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Employers Beware: Lies From Employees Are on the Rise

Most people fabricate their information on employment applications. Despite HR’s best attempts to prevent dishonest behaviour, people frequently get away with it. 

According to a survey at staffcircle.com/blogs/lying-on-your-cv/, 32% of respondents (1,500 people were surveyed) lied during the recruitment process on their CVs, indicating that the competition for the best jobs may have become too intense, as reflected in previous surveys.

Recruiters face various risks when employing staff based on such false information. If an applicant’s job application contains information that seems to be fraudulent, HR professionals should follow up with pertinent questions during the interview. By doing this, it might be possible to expose lies and exclude the application for further consideration.

Can Employers Detect Lies?

Companies may not have always been adept at recognising lies. However, there are many more resources available to identify liars. Tools like performance management software can ‌screen potential and current hires. Potential skill gaps can be found, and they can match the right person with the ‌advertised position within an organisation.

Reference checks make sure that applicants are not lying about their prior employment and pay. Companies should use the many software tools they have at their disposal to aid their recruitment hiring processes.

In the hiring process, the HR department may use various vetting procedures. Performance-based testing can assist verify that applicants possess the abilities they say they do.

How To Spot Lies?

How do you find out the truth before making a hiring mistake? Here are some ways:

Check References

Despite how well the applicant seems to fit the requirement, start by asking for and getting in touch with references. 

It’s common to lie about one’s experience, pay, and skills. According to the survey, 53% of the applicants lied about being experienced in the required field, 26% of the respondents lied about their prior salary, and 38% of applicants lied about their skills.  

Check Job Titles and Dates of Employment

For fear of being sued, employers frequently refuse to disclose information regarding a candidate’s work performance. They will, however, confirm a former worker’s job title and durations of employment. Additionally, recruiters can also verify the past income history of an applicant. Hence, lying can be a colossal risk. 

Verify Educational Documents

Recruiters can easily verify the employment records of an applicant. There are various tools and background check services available that can link the company to the educational institute to find out the authenticity of the claims made. 

Check Them on Social Media

A little social media detective work may reveal fabrications in the person’s statements about their work background or schooling. Ensure that the information on the candidate’s CV is supported elsewhere, such as their LinkedIn page, if they have one.

Keep a Background Check

Completing initial screening work can shield companies from future risks that might be costly for the company. Background checks are particularly useful for positions that handle money, work with children, or manage sensitive information. 

The good thing is that you can wait to conduct a background check until you’re prepared to extend an offer of employment, so hopefully, you won’t need to perform more than one.

Can an Employee Get Fired for Lying?

23% who filled out the survey stated ‌they were dismissed within 6 months of their job. However, 51% of the respondents are still working in the same roles where they got in after fabricating certain truths. Out of the survey, only 14 of the 1,500 respondents had faced legal action because of their actions. 

Besides this, 45% also claimed that they could have been successful in getting the job, had they not lied on their CV, which begs the ultimate question – why bother lying in the first place?

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