4 out of 10 companies, “The number of applicants lied to increase due to the lack of employment”


As the job market freezes, companies responded that more and more job seekers are exaggerating or lying during the hiring process.

According to Sarain, a job search matching platform, 35% of 1,022 companies surveyed the ‘status of applicants’ lies’ and answered that ‘the number of lies increased’.

By recruitment type, there were more exaggerations or lies in career hiring (43.6%) than new recruits (14%). It is interpreted that this is because there is a lot of room for lies such as ‘inflate careers’ in the case of career workers. The remaining 42.4% answered that ‘both newcomers and experienced are at the same level’.

Respondents cited ‘practical interview’ (64.4%) as the most common type of lie. Next came ‘personality interview’ (16.4%), ‘document screening’ (16.2%), and ‘personality test’ (2.9%). (58.8%, multiple responses) The number one response was that they suspected a lie. In addition, ‘when there are only excessively positive content’ (26.2%), ‘when there are many clichéd and copied expressions’ (25.2%), ‘when the overall context does not fit’ (22.7%), ‘when When it is different’ (21.2%) and ‘when there is a lot of rhetoric and there is no core’ (19%), etc., were suspected to be lies. More than half of the moments in which a lie was judged during the interview were ‘when the basis of the answer is insufficient’ ( 51%, multiple responses) was the most cited. Next, ‘when answers are inconsistent’ (33.5%), ‘when answers are overly positive’ (30.2%), ‘when answers seem clichéd and memorized’ (26.7%), ’embarrassed by additional questions’ ‘ (23.9%) and ‘when you can’t make eye contact with the interviewer’ (13%). For the applicants who lied, 49.2% said that ‘excessive lying will be penalized’. In addition, ‘unconditional deduction of points’ (23.2%) and ‘unconditional dropout’ (22.3%) were answered, and only 5.3% answered ‘no effect’. In addition, 68.7% of companies that had an impact on evaluation actually rejected applicants who lied.

Regarding the video interview, which has been spreading recently, more than half (57.1%) of the companies (133 companies) that conducted it said that it was difficult to judge the lie of the applicant in the video interview compared to the face-to-face interview.

The most common reason for the difficulty in judging lies in the video interview was that it was difficult to see non-verbal behaviors such as gestures and hands and feet other than the face (60.5%, multiple responses). Next, ‘it is difficult to distinguish the applicant’s mistake due to screen delay and connection problems’ (38.2%), ‘the sound is not clear, so I can’t hear the change in voice or tremor’ (30.3%), ‘Change of expression due to low image quality, etc. ‘ (25%) and ‘applicants can improve the completeness of their answers with cheating papers’ (18.4%) followed.

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Source: 동아닷컴 : 동아일보 전체 뉴스 by www.donga.com.

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