nothing but the truth!!!
According to a poll, by www.HireScores.com, below are the Top Ten most common lies told in a job interview.
The top three are the amount of money earned in their previous job (67%), followed by lies about grades or qualifications (61%) and bending the truth about relevant experience (58%).
Salary of previous job – 67%
Grades or qualifications – 61%
Years of relevant experience – 58%
Reason for leaving previous roles – 54%
Commitment to career – 52%
Hobbies and interests – 49%
General skills – 44%
Responsibilities in previous jobs – 38%
Job titles in previous roles – 36%
Marital status – 32%
The most common reason for the respondents lying about their grades or qualifications was to ‘impress’ the potential employer with almost two thirds, 64%, agreeing. Similarly, of the 36% that lied about their previous job title, 49% said it was again, intended to ‘impress’ the interviewer.
The study found that less than 1 in 10 of the respondents, 8%, said they have ‘never’ lied in a job interview.
Langley James is committed to providing you with the most suitable candidates with relevant experience, within the correct salary bracket, so this is how we combat "resourceful" IT candidates.
Salary of previous job – 67%
prior to putting candidates forward to a role, we enquire what our candidates current and expected salary are, this is often a reflection of their experience and is used to help match candidates to roles. We also discuss realistic salary levels with candidates as their expectations are sometimes somewhat "unrealistic".
Grades or qualifications – 61%
prior to putting candidates forward to a role, we chat through accreditations, request their registration numbers/ID's and ask that they take their certificates/registration numbers/ID's to interviews. We have had a number of recent cases where candidates had actually undertaken training and were subsequently given work experience with Companies in London and actually believed they were accredited when they weren't.
Years of relevant experience – 58%
prior to putting candidates forward to a role, we discuss candidate’s previous careers in depth. Are there any career breaks, part time roles, combined education/training and experience where again work experience may only be part-time.
Reason for leaving previous roles – 54%
prior to putting candidates forward to a role, we always ask why candidates are leaving, or why they left their current role. In general we find there are genuine reasons, but if there were issues we always advise candidates to mention these at interview
Commitment to career – 52%
prior to putting candidates forward to a role, we discuss which area candidates are really aiming to be in, Support, Management, Projects, Desktop, Server, Networking, Development, "a bit of everything", and sometimes they are still making up their minds. If a role is not relevant for a candidate and where they are heading career wise, we advise candidates that the role is not really what they are looking for and don't put them forward. But we are supportive towards the candidate and we will look for a more suitable role for them.
Hobbies and interests – 49%
Prior to putting candidates forward to a role, we discuss hobbies and interests with candidates to get a feel of the "person" so if they have not done something for a while we find out and also if they have hobbies that interfere with work we really need to know. What we have found within IT is that a large proportion of specifically technical IT candidates have hobbies based around IT, with Servers and Networks "at home", sometimes to get a rounded candidate it is good to have hobbies and interests outside IT!!General skills – 44%
A difficult one to combat, but one that is not specifically relevant to the IT arena. Again though because we understand IT, we pick up when candidates are not comfortable when talking about general areas of IT
Responsibilities in previous jobs – 38%
prior to putting candidates forward to a role, we chat about their previous responsibilities and experiences. We need to ensure that their skills listed on their CV are a fair and accurate description of what they can or can’t do. On our overview we will state whether the candidate has a good experience of something or whether they just have a basic understanding.
Job titles in previous roles – 36%
prior to putting candidates forward to a role, we sometimes find that the job title their company gave them does not accurately reflect the position they held. For example, an IT Manager may refer to someone who is supervising the IT Department but has little or no technical experience. In our overview we will describe what duties and responsibilities the candidate had that more accurately reflects the position they held.
Marital status – 32%
prior to putting candidates forward to a role, we get to know our candidates personally and information about family, friends and hobbies usually comes out when we are chatting to them.
It's good to talk and get to know your Candidates, it is the only way you will combat any of the above and that is what we do.