Shrewsbury recruitment experts tips on how to spot when a candidate is lying.
31st March 2015
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In a recent survey, it is believed that 58% of Hiring Managers spot lies on a CV. 

This extends to 4 out of 5 candidates lying about their professional attributes at interview. Roxanne Abercrombie from Uniting Ambition has taken a look at the areas that are normally exaggerated along with a few tips as to how to spot what is fact from fiction:

Common areas to be padded out:

  • Experience
  • Skills
  • Start/End Dates
  • Academic Qualifications

Obviously there is always some degree of embellishment present in a CV as a candidate is trying to gain a new role, essentially they are trying to stand out from the crowd and impress a future employer. 

Here are a few tips as to how to spot potential lies within a CV: 

Use Social Media as a screening tool:

Many companies are starting to use Social Media more and more as a free background check on their future employees and candidates. It has become so effective that 68% of recruiters decided not to hire a candidate after checking their online presence. This is one of the more practical ways of finding out if they are glossing over the truth. For example; their LinkedIn profile should match their CV, so check Twitter and Facebook to see if there are any inconsistencies. They may have made some claims of being energetic and focused in the workplace but have a number of statuses or tweets saying how bored they are at work.

Get chasing: 

It is always worth doing a quick spot check on some of the key facts. The easiest way to do this is to make some calls to their past employers and check dates and job titles and whether the reference contact is a friend or line manager.

Take advantage of pre-employment screening tests:

Large businesses tend to use pre-employment screening tests in their hiring process which allows them to measure the level of skill a candidate claims to have. 

Interview face to face:

In a pressurised interview situation, it is far harder for a candidate to be deceptive. Body language will be more obvious and as an interviewer, you will be able to ask further questions to dig deeper into their background and experiences. If after further questions, you are still not convinced, then ask for examples of how they have demonstrated these skills and ask follow up questions to get the candidate to think on their feet.

Test the candidate:

An unexpected test will always show if a candidate has the skills they claim they have. It only needs to be a quick test before the interview itself but it will highlight if they have the specific skills for the role as well as any soft skills, such as; time management and the ability to work under pressure. 

Be fair though when taking these steps, a small embellishment is fine for a candidate to make, you are looking for any glaring lies that will affect how they are able to conduct the role that they have applied for. At the end of the day, as an employer you are making sure that you are not making a costly mistake by hiring the wrong person for the role. 

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About the Author

Meg M

Member since: 22nd May 2013

I am currently director of Red Recruitment Solutions and owner of Red CV Writing, a professional CV writing service which also offers LinkedIn profile writing. For more information, please visit www.redcvwriting.co.uk

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