Inaccuracies revealed in technology candidates' CVs

More than a third of IT CVs have inaccuracies in education and employment history, a survey has found

More than a third (37.1%) of CVs for technology companies have inaccuracies – compared with the national average of 27.2% - a survey from pre-employment screening firm First Advantage has revealed.

The report, carried out in Europe between January 2011 and June 2014, found 26.7% of the inaccuracies were considered “major”, meaning they should raise significant cause for concern.

Furthermore, 35% of employment history checks were found to be inaccurate for technology candidate’s applications, which is higher than the national average of 25%.

Most discrepancies (45.1%) were uncovered in the candidate’s education history, revealing inaccuracies in when, what and where a student studied.

Traci Canning, senior vice-president and managing director of First Advantage in Europe, said: “With the rapid pace of technological change and constantly evolving threat from cyber crime, few tech companies can afford to not know who they’re bringing into their organisation or risk them not having the skills and knowledge they need to work safely and competently.”

“There is a growing awareness and interest in screening across Europe. Employers increasingly appreciate the value of screening, the potential risk to their business of not screening and the need to ensure their prospective employees are qualified and safe for the job.”

The professional services sector had the highest rate of inaccuracies at 37.9%, with legal services at 37%, staffing and recruitment at 35.7% and financial services at 23%.

Europe unprepared for tomorrows workforce

In other news, European HR departments are unprepared for the future workforce, according to a survey by independent research group Oxford Economics with support from SAP SE.

The Workforce 2020 global survey of more than 5,400 executives and employees in 27 countries found 54% of executives admitted “millennials” entering the workforce was a top concern for their business.

However, several seem to be disconnected from what young people want from their role. Forty-six per cent of executives said they think “millennials” are frustrated by manager quality, but only 7% said they actually are.

Two thirds of respondents said competitive compensation is the most important factor for accepting a job, with 57% citing bonuses and merit-based rewards. Forty-two per cent cited supplemental training programs, but only 15% of employees claimed to have experienced professional development through formal training.

“When it comes to preparing for the future of work, knowledge is power, so companies are facing the need to re-imagine the role of learning and ensure the identification and readiness of future leaders,” said Mike Ettling, president for HR line of business at SuccessFactors, an SAP company. 

“Tomorrow’s workforce will be more diverse and work differently. Companies must understand this and develop new strategies to support how this workforce learns by supporting ongoing and collaborative learning and knowledge sharing, available on any device. Everyone will need to be a learner and everyone can be enabled to be a teacher with today's tools and technology. And in this way, companies will also address the leadership gap identified," added Ettling.

Edward Cone, technology practice leader for Oxford Economics, said: “Companies that prepare now for the workforce of the future should deliver better business results in the years ahead than their slower-moving rivals.”

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