Research has found one third of job applicants are lying in their resume or interview, putting employers at risk of drawing the wrong candidate from a shrinking talent pool, according to psychometric consulting firm, SHL.
The Galaxy Research conducted on behalf of SHL found that 32% of job applicants stretch the truth; exaggerating work experience, offering fake references or lying about previous salaries.*
"Organisations face an increasingly competitive job market, as the economy continues to grow in 2010. With this research confirming candidates are 'massaging' parts of their CV and experience, it is becoming more difficult for employers to identify and secure the right candidate," said Stephanie Christopher, SHL national director.
The research found that the most common 'fib' was exaggerated or imagined work experience; with 17% admitting to stretching the truth in this area.
"Some job seekers may be anxious about explaining GFC-related gaps and breaks in employment history to potential employers - and in a competitive market opt to take on a 'creative licence' when detailing previous experience," suggested Christopher.
The next most common lies were offering friends as false employer referees (16%), lying about salary packages from previous jobs (10%), making up references (6%) and fabricating qualifications (3%).
Christopher said that as demand for talent rises and skills shortages resurface, employers need to ensure they have a thorough recruitment process to secure the right person for the job.
"Reading hundreds of resumes or relying on gut instinct is a time consuming and unreliable method to select, or even shortlist staff. Not only are organisations at risk of hiring the wrong candidate, there is real potential that they have culled the best person for the job before reaching the interview stage," she said.
Christopher added that the most effective way to approach recruitment varies depending on the role an organisation is looking to fill, but she warned against 'silver bullet' solutions.
"Employers may be tempted to search for a 'quick solution' to identify the right candidate quickly. However, the recruitment process must be comprehensive, and objective, to gain an accurate picture of the candidate.
"Objective assessment tools such as ability tests are can measure and predict job performance, and help organisations to uncover those candidates that are embellishing their skills and experience in resumes or interviews," she explained.
"Beyond ability, qualities such as how someone likes to work, be managed and the organisation's workplace culture will all influence a candidate's 'fit' into a role. Relying on one aspect in isolation; whether resumes, interviews or gut instinct, will likely lead organisations to hire the wrong person, or worse, miss out on the best candidate," Christopher added.
*Galaxy Research conducted on behalf of SHL in May 2010. The study was conducted among 1010 Australians, aged 18 years and over who had been for a job interview within the last two years (89% of which are currently working full or part time).