In a competitive job market, it’s no surprise that some candidates lie to land a role. While most job seekers are honest, research suggests that as many as 1 in 3 CVs contain exaggerations or outright lies. CV lies are becoming increasingly common for HR teams, and it’s important to understand how your HR team can spot them.
For employers, these inaccuracies can lead to poor hiring decisions, wasted time, and costly onboarding mistakes. So how can HR professionals and hiring managers spot CV red flags and what role can HR systems play in your recruitment process?
Introduction to CV Fraud
CV fraud is a growing concern for employers, with many candidates exaggerating or falsifying information on their CVs to increase their chances of getting hired. This can include inflating job titles, exaggerating salary, or covering gaps in employment history. According to CIFAS research, 1 in 5 job applicants lie on their CVs, making it essential for employers to have a thorough recruitment process in place to detect and prevent CV fraud. In the UK, CV fraud can have serious consequences, including criminal consequences, and can damage the employment relationship between the employer and employee.
Why People Lie on Their CVs
People lie on their CVs for various reasons, including to cover gaps in employment history, to meet specific job requirements, or to inflate their salary. Many candidates feel pressure to stand out in a competitive job market, leading them to exaggerate their skills and experience. A survey found that 55% of respondents admitted to lying on their CVs to meet specific job requirements, while 33% lied to increase their chances of getting hired. Employers must be aware of these motivations and take steps to verify the accuracy of information provided by candidates during the hiring process.
Types of Dishonesty
There are various types of dishonesty that can occur on CVs, including inflated job titles, false claims of academic qualifications, and exaggerated employment history. Some candidates may also provide fake references or lie about their salary. Employers must be vigilant in detecting these types of dishonesty, as they can have serious consequences for the company. For example, hiring someone with false qualifications can lead to a lack of skills and expertise, ultimately affecting the company’s performance. A thorough recruitment process, including skills assessments and reference checks, can help employers detect and prevent CV fraud.
The Dangers of Lying on Your CV
Lying on your CV can have serious consequences, and potential damage to your professional reputation. Being caught lying on a CV can make it difficult to get hired in the future, as employers may view you as untrustworthy. It is essential for job applicants to be honest and transparent when applying for jobs. Many employers use recruitment agencies and conduct thorough background checks to minimise the risk of hiring someone with a fake CV.
Here’s 5 common CV lies:
- Inflated Job Titles
It’s not unusual for a “Sales Assistant” to become a “Sales Manager” on paper. Candidates may bump up job titles from previous jobs to appear more senior or qualified than they really are.
How to spot it:
Compare the job titles with the responsibilities listed. If the tasks sound entry-level but the title sounds senior, it may be worth a deeper look. Cross-check titles with industry norms or contact previous employers for clarification.
2. Fake or Overstated Qualifications
From non-existent degrees to misrepresented grades, qualification fraud is a recurring issue. Candidates may list degrees they didn’t complete or certifications they never earned.
How to spot it:
Always verify qualifications, especially for roles requiring specific accreditations. Use background screening services or request original documentation during the hiring process. Additionally having skills assessments as part of job applications will highlight those who do not have the required skills to fulfil the job role.
3. Employment Gaps Disguised or Omitted
Some applicants try to cover gaps in their employment history by extending dates from previous jobs or omitting jobs entirely.
How to spot it:
Look out for overlapping dates or vague timelines. Gaps aren’t necessarily red flags, but honesty about them is important. Encourage candidates to explain any gaps upfront and ask about their career history.
4. Exaggerated Responsibilities or Achievements
“Led a team of 20” might sound impressive unless it turns out the candidate was part of the team, not managing it. Overstating impact on projects is a common embellishment.
How to spot it:
Ask detailed, situational interview questions. Have candidates describe their exact role in team achievements and provide specific examples. Use references to confirm claims.
5. Fake References or Referee Names
In some cases, candidates provide fake referees or friends posing as previous managers.
How to spot it:
Always verify references via company contact details, not personal phone numbers. LinkedIn can also help confirm legitimate connections and work history.
How Activ People HR Can Help You Hire With Confidence
While gut instinct can sometimes guide hiring decisions, it’s no replacement for a structured, compliant, and data-backed recruitment process. HR professionals are increasingly under pressure to deliver fast, fair, and reliable hiring outcomes, especially in a market where CV inaccuracies are on the rise.
Our cloud-based HR software enables you to manage recruitment with clarity, consistency, and confidence.
Here’s how:
Centralise Candidate Records and Documents
Say goodbye to scattered CVs, email trails, and lost application forms. With Activ People HR, all candidate data: CVs, cover letters, certificates, and correspondence, is stored in one secure location. This means every hiring manager can easily access the same information, reducing delays and admin errors.
Store Verified Qualifications and Reference Checks Securely
Keep a clear audit trail of the documents that matter. Upload scanned certificates, DBS checks, and reference responses directly into the candidate’s profile. Ensuring compliance with safeguarding and employment law, especially important for education or regulated sectors.
Standardise Onboarding Processes with Easy-to-Follow Workflows
Once the right candidate is selected, Activ People HR helps you roll out a smooth onboarding experience. From offer letters and contracts to induction checklists and policy sign-offs, everything is handled in one place making sure no step is missed and every new starter begins with confidence.
CV lies aren’t always malicious but they can be costly. By spotting red flags early and backing up your recruitment with reliable HR software, you protect your business from making the wrong hire. By managing every step of recruitment and onboarding in a single, centralised system, Activ People HR gives you an auditable, fully transparent hiring process. Need a smarter way to manage hiring? Book a free demo with Activ People HR today and see how we help businesses build better teams.
