The Most Common Lies Applicants Tell on Their Resumés

Posted on 12.04.2019

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Employment History Verifications in the Recruitment and Selection Process

According to Workforce, a recent study revealed that 85% of employers have caught applicants lying on their resumés or job applications.

During the recruitment and selection process, candidate honesty is important to assess for a number of reasons. For one thing, the details the candidate may be lying about can range from the innocent omission – such as honestly forgetting what date they started a past job – to the blatantly dangerous lie — such as burying a history of harassment or falsifying a professional license.

And second, even if the lie is lesser, do you really want a dishonest employee?

According to Workforce, these are the most common lies job applicants tell during the recruitment and selection process:

  • Modifying dates of employment.
  • Falsifying credentials.
  • Falsifying training or degrees.
  • Inflating prior earnings.
  • Hiding a criminal history.

It is not only entry or mid-level candidates telling these lies, either. Workforce reported that, “Throughout the past several years, there have been several stories of prominent executives and CEOs, across many industries, whose careers were cut short for lying on their job applications or resumés.”

How can you spot a dishonest candidate? The key lies in your pre-employment screening process. With a pre-employment background check from Triton Canada, for instance, you could verify:

  • Employment history. Clearly highlights any discrepancies between resumés and the results of the background check. Triton’s complete screen also checks for costly past behaviours, such as theft, workplace violence, computer misuse, lawsuits, and more.
  • Educational history. Verify that the candidate actually has the degrees, trainings, and professional licenses they claim.
  • Reference checks. Ensure the candidate is the right fit for the role and company culture.
  • Criminal background check. Rest assured the candidate is not hiding a criminal past.
  • Driver’s abstracts. If driving is part of the role, or you are giving the use of a company vehicle, ensure that you are hiring a responsible driver.
  • Credit check verifications. Assess the candidate’s financial status and lower the risks involved in hiring someone who is under financial stress.
  • And more.

Even if you believe you have found the best-suited candidate, it is still a good idea to verify their credentials. This can also establish consistency – making it a policy across the board – so that no one candidate is singled out.

If a background check reveals that an employee clearly lied, HR Morning recommends having a strict application falsification policy that is applied consistently.

Avoid the top resumé lies with a pre-employment background check from Triton Canada. Create a smoother recruitment and selection process today.

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