According to HireRight's 2017 employment screening benchmark report, 85 percent of employers caught applicants fibbing on their résumés or applications, up from just 66 percent five years ago.
Given we have the lowest unemployment rate in a decade, you have to wonder why people would feel the need to lie. Well, here's why.
Employer Applicant Tracking Systems Expect an Exact Match
Most companies use some form of applicant tracking system (ATS) to take in résumés, sort through them, and narrow down the applicant pool. With the average job posting getting more than 100 applicants, recruiters don't want to go bleary-eyed sorting through them. Instead, they let the ATS do the dirty work by telling it to pass along only the résumés that match their specific requirements for things like college degrees, years of experience, and salary expectations. The result? Job seekers have gotten wise to the finicky nature of the technology and are lying on their résumés and applications in hopes of making the cut.
3 Ways Recruiters Spot a Liar
The problem with lying on a résumé is that the odds of getting caught are high. Especially when recruiters are wise to the fact so many people fib on their résumés. Many recruiters are skilled enough to do simple searches on social media to determine if a candidate's résumé is accurate. But even if dishonest candidates slip through the initial screening process, here's how recruiters spot a liar before they hire:
Using behavioral interviewing techniques. By asking detailed questions about a candidate's work experience, recruiters can tell by the depth of the response if the person is lying. For example, if a candidate claims to have 10 years' experience as a team leader, the recruiter will ask for examples of how the person has hired, trained, and even fired talent. The quality of the responses will show if the experience is real. FULL ARTICLE