The lying game

When is a lie not a lie? When it’s on a CV?

It is estimated that up to half of all job seekers tell some sort of lie on their CV. Large numbers massage their A level grades and exaggerate their job responsibilities. In the personnel profession, we should not be surprised. Career consultants tell job hunters their CV is their “brochure”. It is a marketing tool and therefore should present them in the best possible light. Professional CV writers quite rightly look to highlight the positive points of career history and play down or remove anything negative.

But what about deliberately misleading statements or blatant lying?

There is a fuzzy line separating genuine, positively presented information and falsehood. Making the tea can become “in charge of catering management” and sweeping the floor “head of hygiene”.

There are even companies that will, for a fee, not only sell you a bogus degree, complete with an authentic-looking certificate, but also provide references in case anyone checks your credentials. These companies tend to be located outside the UK and staffed by people with impressive-sounding names.

So, what can we do about it?

Job hunters are told their CV is their “brochure” and should present them in the best possible light

 

Far too few employers check the basic information given on a CV. Employers should always check the facts before they employ people, particularly when a particular qualification is a requirement for the job, such as for medical staff. They should check with the relevant establishments to see if the applicant attended and what their qualifications were, and contact previous employers and check that their previous positions bear some resemblance to the CV description.

Does this mean I have to phone the manager of the McDonald’s they worked in as a teenager?

Obviously, this does not mean checking up on every last qualification for a 45-year-old accountant. The relevant or most recent qualifications will do. But a little time spent on checking can prevent surprises later. Ask to see the original certificates and then contact the establishment concerned and talk directly to the teaching staff. Don’t accept the phone number helpfully given to you by the appicant .Interviewers should also probe anything that looks odd or does not quite fit with other aspects of career history. But they should not be put off someone just because they cannot check everything on a CV. Penalising someone who has been unemployed or who has a chequered career history does not necessarily make business sense. Research has shown that career history is a poor predictor of future performance.

What should I concentrate on?

It is more important for employers to ensure that they have a well thought-out selection process that will enable them to identify the mix of skills and experience they need. Qualities such as customer care, teamwork and leadership skills and decision-making can be identified through exercises and interviewing. Psychometric testing or pencil and paper tests designed to measure differences in individual intelligence, aptitude, ability or personality can also help in identifying people with the right qualities for the job.

Are CVs actually any use?