The article ‘Dishonest CVs on the increase’ (Personneltoday.com, 7 February) demonstrates the need for supplementary tools to be used to support CVs in the recruitment and interview process.
Even interviewing has its problems, with independent research showing that 43% of HR directors think interview questions, body language and intuition, are not enough to detect the honesty of a candidate.
SHL’s own research reveals that 57% of people think it is acceptable to bend the truth in an interview – the ‘traditional’ recruitment processes are clearly not enough.
Structured, competency based interviews are found to be a more accurate predictor. Since this technique identifies the competencies required for a specific job, structured questions that ask the candidate to prove their relevant skills can be developed. This makes it much harder for candidates to fabricate their experience.
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While there is undoubtedly still a place for CVs and interviews, psychometric assessments are now invaluable in clearly ascertaining a candidate’s abilities and competencies. These tools are not only becoming far more accessible, but also provide HR directors with an accurate understanding of a candidate’s ability that cannot be gained through CVs and interviews alone.
Sean Howard, sales director, SHL Group
