Do You Fact Check CV's?

Do You Fact Check CV’s?

A survey carried out by Government’s Higher Education Degree Datacheck (HEDD) discovered that an incredible 40% of graduates and students exaggerated their grades, 31% lied about how much of the course they’d completed and 11% claimed to hold a degree when they didn’t!

A recent incident at a police constabulary office saw an officer being suspended after it was found out he had lied about his qualifications and experience on his CV.

So do you check the information given on CVs and how do company’s spot lies when recruiting?

When recruiting, it should always be remembered that CVs are just a guide, and while a really useful screening tool, writing-828911_640only by interviewing the candidates can you qualify the claims made on their CVs.

Prior to any interviews, study the CV and highlight any areas where you feel further investigation or explanation is required. Any gaps or inconsistencies should be discussed with the candidate. There may very well be a good reason for them – such as sickness or redundancy. Have an open, honest conversation with the candidate.

Always bear in mind the implications of hiring the wrong person and the amount of time and effort that goes into their recruitment. Spending an hour to check a CV fully could make all the difference.

It’s also a good idea to carry out criminal record checks on potential employees to reduce risk to your business. Stating this in the job advert may also save you time as this may deter unsuitable applicants from applying. Visit our DBS Checking website for more information www.personnelchecks.co.uk

During the interview, structure your questions so you get a good understanding of their ability and experience. Ask for examples, and then follow these up when you check references with previous employees. A 15 minute phone call could help avoid making a costly mistake.

Perhaps consider a working interview. This is the quickest way of finding out whether claims on a CV are accurate. Ask for targets, figures and KPIs from someone applying for a sales based role, or an explanation of certain projects and their role within it if they’re a management candidate.

Listen out for key words such as “we” or “I”. If they use “we” a lot, find out what their personal contribution was. Sometimes it’s best to be direct!

Ask the candidate to bring their original documentation with them, and take note of which documents have been forgotten or “mislaid”. You should also query if they leave out a particular recent employer as a reference, especially if this would be a relevant reference for the position they’ve applied for.

Finally, never get distracted by job titles. They often have nothing to do with how competent a candidate is, and may not even be the official title of their previous positon.

It is only by speaking directly to a potential employee that you will gain a good understanding of their character, how they handle different situations, and how well they communicate. None of this could be evident on their CV.

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