Trends in pre-employment screening
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A number of companies publish annual research into pre-employment screening, applicant fraud and its effect on business.
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[edit] The market
Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks.
Financial services firms outsource the service the most, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider.
The construction and property industry showed the lowest level of outsourcing, with 89% of such firms in the sample carrying out checks in-house.[1]
[edit] Extent of lying and embellishments on CVs
A number of annual reports, including BDO Hayward's Fraudtrack 4[2] and CIFAS[3], the UK's fraud prevention service have showed a rising level of major discrepancies and embellishments on CVs over previous years. Such business fraud cost UK businesses 1.4 bn in 2005.[4]
However, recent research by Powerchex shows a reverse in the trend. They found that in the 2006/7 period CV discrepancies had fallen by 31% to 13%.[5]
[edit] Male/female
Women are marginally more likely to have a discrepancy on their CV: 13% of applicants submitted by women have a discrepancy compared to only 10% of those for men.[6]
[edit] Impact of qualifications
Graduates have marginally less discrepancies: 13% of their CVs contain a discrepancy compared to 17% of non-graduates.
[edit] Impact of seniority and age
Younger, more junior people are more likely to have a discrepancy on their CV. Someone in a junior administrative position is 23% more likely to have a discrepancy on their CV than in a managerial role. An applicant aged under 20 is 26% more likely to have a discrepancy than a 51-60 year old.[7]
