There is a rising trend of job seekers in the UK embellishing their CVs to meet evolving job requirements, particularly in software and AI-related skills.
As technology continues to reshape the workplace, candidates are increasingly fabricating details to appear more qualified and competitive, according to a recent survey by Capital on Tap.
Advances in technology, particularly artificial intelligence (AI), are outpacing employee skill development. According to report from people development company Lepaya, 82 percent of employees feel workplace demands are evolving faster than their skills.
In this landscape, it’s no great surprise that many job seekers are misrepresenting their software expertise and other qualifications in response to shifting job market demands. The Capital on Tap report found that many candidates stretch the truth on their CVs in various other areas, including reasons for leaving previous jobs, employment dates, salaries, and prior responsibilities.
According to the findings, 55 percent of lies on CVs are motivated by the desire to meet specific job requirements, while 33 percent are made to increase the likelihood of advancing to the next stage of the hiring process. Additionally, 10 percent of candidates lie to stand out in a competitive job market.
Common CV Lies
The survey revealed that one of the most common areas of dishonesty is the reason for leaving previous roles. Nine percent of respondents admitted to lying about this, with many reframing negative departures as opportunities to “seek new challenges” to avoid raising concerns with prospective employers.
Employment dates are another frequent target for manipulation. Seven percent of respondents acknowledged altering their dates of employment to mask gaps or extend the perceived duration of previous roles. Notably, 28 percent said they would consider this tactic in the future.
Lying about previous salaries is also prevalent, with 7 percent of respondents admitting to inflating their past earnings. Younger candidates, particularly those aged 25-34, are the most likely to employ this tactic, with 18 percent in this age group saying they would exaggerate their salary to secure better pay in a new role.
Fabrication of prior job responsibilities is another issue, with candidates overstating their contributions or involvement in tasks to appear more experienced.
Detecting Dishonesty
The survey revealed that many false claims on CVs go undetected by employers. For example, 98 percent of candidates who lied about their GCSE results reported that the deception went unnoticed, likely because such qualifications are often overlooked in favour of more recent achievements.
Similarly, 97 percent of candidates who exaggerated their job titles were not caught. Common examples include inflating a “data input” role to a “data engineer” position.
Fay Sumner, Head of People at Capital on Tap, recommends verifying employment history through references and LinkedIn profiles to cross-check dates and job titles. Gaps or inconsistencies should prompt further investigation. Sumner also advised asking candidates specific questions about their past roles during interviews.
“When discussing a candidate’s past role, asking for specific examples of their responsibilities and achievements can reveal whether they’re being truthful. Candidates who are genuine will be able to provide clear and detailed examples whilst those who have fabricated information may struggle,” Sumner said.
Incorporating skills assessments in the hiring process can also help employers confirm whether a candidate’s abilities match the claims on their CV. For example, practical tests can verify proficiency in software tools or technical skills that are critical for the role.
Lastly, employers should be cautious of overused buzzwords like “dynamic leader” or “results-driven”.
“Asking candidates to give concrete evidence of how they applied these skills in their previous role can help you determine if their claims are based on authentic experience,” Sumner said.
