After new research shows that over 30% of prospective employees are willing to lie during the interview process, how can hiring managers become better at spotting white lies on a candidate’s resume
StaffCircle, a leading employee experience platform that combines performance management, engagement and culture into a unified solution, has conducted innovative research into whether candidates are willing to lie on their resumes to secure a new position in 2022. The results were fascinating, but what do employers and recruiters need to be wary of?
Wrong recruitment is very costly for a company of any size.
With more companies than ever offering telecommuting, positions are open across a much broader geographic location. Finding and attracting top talent is becoming increasingly difficult for many employers. With such fierce competition, HR leaders are under pressure to find the best talent for every position. So is it possible that they overlook inconsistencies in the recruitment process?
StaffCircle’s advanced HR study shows that when it comes to hiring top talent, all may not be as it seems…
Over 62% of those who admitted to having lied earlier on their resume said they would be more likely to lie if they were in a remote job.
Since the start of the global pandemic in 2020, many companies have expanded their potential candidate pool by offering flexible remote work options and conducting interviews virtually.
The most recent StaffCircle poll showed that a significant number of people would rather lie if the interview was for a remote/online role.
A staggering 53% of people admitted to lying about their previous work experience!
Teleworking is on the rise and as such it has become much easier for candidates to land their dream job with the flexibility of working from home. For many, this means they can suddenly apply for jobs that previously would have been off-limits due to location or a lack of flexibility on issues like childcare.
That being said, competition for the most coveted job roles is fierce, and many respondents admitted to embellishing their work experience to appear more suitable for a role.
We spoke to Natasha Woodford, Head of Recruitment at ClockworkTalent, a UK-based headhunting agency, to find out if headhunters and recruiters are finding more instances of lies in the recruitment process and the efforts they are making to ensure they meet every potential candidate find forwarding to a legitimate company. Natasha said: “I’m pretty sure there’s always an aspect of creative freedom on a CV, but I can imagine this has increased, particularly for those working in industries that have been adversely affected by Covid-19. The reasons for lying (or exaggerating) on a CV might also be directly related to the rise in the cost of living. For individuals looking to earn more, someone can be creative with the details and exaggerate the experience they actually have with larger budgets, larger teams, or projects.
93% of people hired for lying haven’t been caught…yet!
Incredibly, the majority of respondents admitted to being successfully placed in a role after lying in the hiring process and confirmed that to date they have not been caught.
While most of these may simply be white lies to support a dull career history, it still shows that potentially poorly matched candidates can fall through the cracks.
Mark Seeman, Founder and CEO of StaffCircle said: “Companies need to rethink their application process to improve hiring accuracy. Less than a quarter of respondents reported a “very thorough” application process, and less than 7% of those who admitted to lying to get a job were caught. HR and performance management software introduces more rigorous interviews and performance
management skills. Breaking down the specific skills required for each role leads to more informed hiring decisions. Should an untrue candidate go through the net, continuous performance tracking will identify any skill deficits and enable further training.”
The results show that employers can do more as part of their application process.
The results of the StaffCircle survey are insightful and provide valuable insights for companies when it comes to identifying weaknesses in their recruiting practices. Despite the fact that more than 70% of respondents said their interviews were “very” or “fairly” thorough, workers who lied throughout the application process still managed to slip through the cracks. This shows that even when companies think they are going through an extensive application process, they always need to make improvements, especially when recruiting for remote positions.
For more insight, check out the full report and summaries from visit her website.
StaffCircle uniquely combines performance management and employee engagement in a cloud platform that measurably improves workplace culture and automates processes for greater operational efficiencies.
Their platform is designed to provide a holistic approach to managing the end-to-end employee experience in a consolidated platform that provides 360-degree visibility into performance, engagement and sentiment across distributed/dispersed workforces. These data-driven insights lay the foundation for informed decision-making and a more strategic HR function.
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