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