The recent news of the CEO of Yahoo found to be lying about his Computer Science degree highlights again the extent of fabrication in Cvs. The most recent research from Peninsula shows 77% of the employees surveyed admitting they had falsified qualifications on their CVs. More worryingly 89% said they do not feel guilty and would continue to lie in the future!!
The Scott Thompson example also demonstrates that it happens at every level… from first jobs to CEO.
So what does this mean for Managers recruiting staff? How do you guard against these lies and embellishments?
Interviewing is not an exact science and cannot predict, in a fool proof way, how someone will ultimately perform in a role.
However, there are certain things you can do to ensure your interview is as robust as possible, for example…
• Use evidence based questioning to draw out concrete examples to make an assessment on
• Probe and challenge rather than accept everything a candidate says on face value
• Be objective in your approach – recruiting someone “over a nice lunch” will only ever get you the people you quite like, rather than the person who can best do the job
But in addition, organisations should look at incorporating other ways of checking suitability into their selection process.
• Use practical tests to see skills in action. If we were recruiting a trainer for the team we would want them to run a mini training session. If you were recruiting a tree surgeon you would want to see them shin up a tree safely.
• Check qualifications – ask to see original certificates
• Check references – these are always most useful to verify factual information – dates, job titles, targets achieved etc and it is most helpful to get them from the line manager.
• Use psychometric tests – if these are used in the right way, they can add real insight and value to the selection process. Ensure they are debriefed by someone who is trained in how to interpret them and use it as part of the decision-making process, rather than basing your whole decision on the results
We know that these lies and exaggeration on CVs rise in tough times, as the job market becomes more competitive. So don’t leave yourselves vulnerable…Putting some rigour and structure into your selection process could save you some very costly mistakes.
For more guidelines on recruiting effectively see our previous blogs and to ensure your managers have the skills to weed out unsuitable candidates, have a look at our Recruitment and selection training.