If the recruiter detects an anomaly, the candidate obviously has a good chance of being rejected. However, some accommodations with reality remain tolerated. One thing is certain, the Labor Code does not refer to the notion of “lying” appearing on a curriculum vitae .

In the 1962 film The Man Who Shot Liberty Valance , director John Ford has a newspaper editor say, “In the West, when the legend is better than the reality, they publish the legend.” It’s a small step from there to trying to falsify your CV to attract the attention of recruiters on the job market!

Indeed, who hasn’t been tempted to embellish the reality of their professional career? Change a few dates? Take credit for some of the results or goals achieved by others?

A first study carried out by the recruitment firm Florian Mantione Institut, included in “The Black Book of Deceptive CVs”, estimates that 65% of CVs distort reality . This study was carried out in 2018 among 289 business leaders, 50 human resources directors and 100 candidates. In an article published the same year, a firm specializing in CV verification arrived at exactly the same figure and noted that 65% of CVs checked contain at least one anomaly .

But what are the risks for cheaters? First, let’s note that, for recruiters, lying on one’s CV is obviously a criterion for eliminating candidates. Moreover, approximately one in two recruiters report having rejected a candidate, who is also required to respond in good faith to the information required for a job, after discovering anomalies in the CV.

If the candidate is not unmasked and is recruited, the second risk is finding themselves very unprepared when it comes to carrying out their duties. An interpreter who has to translate a conference or a lecture will find themselves in a very difficult position with their audience if they have only a very limited command of a foreign language. Similarly, a financial manager who does not understand the concepts of tax returns, year-end closing, or even a forecast budget will quickly face the wrath of their employer. We could multiply these examples that place the candidate in a more than uncomfortable situation.

The third risk is a breach of what we might call professional ethics. Even if an employment contract does not contain any clauses regarding the concepts of sincerity, trust, and honesty, loyalty and good faith are fundamental to French civil law. The French Labor Code stipulates that the employment contract must be executed in good faith . In this case, the successful candidate risks being confronted with the law. A proven liar is therefore exposed to dismissal proceedings for serious misconduct, the outcome of which is nevertheless uncertain.

Small adjustments with reality

In reality, however, it appears that there is a certain leniency regarding this notion of good faith on the part of candidates. It is said to be a widespread “sin,” which could even constitute a sought-after skill. According to the literature, estimates vary, but it is estimated that 70% to 90% of candidates find it normal to tweak their CV. This is not a lie but rather a way to improve one’s chances by “twisting” a few elements of the CV to show that one is the right person for the right job. In a way, we can talk about small adjustments to reality rather than big lies.

To summarize, we can classify “cheating” into two categories: those which are clearly fraudulent and are disqualifying, and the others, those famous little arrangements which are less consequential.

In the first category, we find deceptions concerning a diploma, a title, a license or a qualification. These are fairly widespread “errors” (one in four candidates ). Be careful! They are quite prohibitive for recruiters – and above all risky. Grandes écoles often have alumni directories and the candidate can indeed be quickly unmasked. As for the usurpation of professional diplomas (nurses, doctors for example), the unauthorized use of a title attached to a regulated profession exposes offenders to criminal sanctions. Not to mention a fake heavy goods vehicle driving license or other. These are fortunately very marginal cases, but they do exist nonetheless .

In a similar category, we can mention all the lies related to skills, whether it’s about language proficiency, software, or specific expertise. The risk here is not being able to carry out the duties assigned to a particular position. While the CV may be misleading, there’s a good chance the candidate will find himself in an uncomfortable situation during the interview. Not to mention the moment when the ultimately successful candidate will be unable to perform the job for which he or she was recruited.

Catch the eye of recruiters

Finally, this category includes “overt fraud,” such as lies about career paths or responsibilities held. The risk, here again, is that the deception will be discovered. Examples include claiming to be managers or executives without having actually held the position, working for a company that never existed, and exaggerating the successes and goals achieved by others.

So, it’s the candidate’s credibility that’s at stake and the relationship of trust that could quickly be damaged. In short, only attempt it with extreme moderation.

As for the small arrangements, they are also numerous. For example, you can find an address near your employer to show that accessibility will be easier. Or indicate that you are mobile, a concept that is open to interpretation. It is easier to live in Le Mans and work near Montparnasse station than to have to cross Paris during rush hour.

The candidate may also “drag” on time by not specifying the months of arrival and departure from the companies in which he worked. This is all the more trivial if the experiences were long.

Tailoring your resume to the required skills is still recommended. This isn’t about lying, but rather omitting or emphasizing specific elements that attract recruiters’ attention in terms of the skills sought.

In short, the employee is particularly exposed if he claims to have skills or a diploma (in a regulated profession) that he does not have. However, he can always claim that, if he cheated, it was up to the employer, in accordance with the law of December 3, 1992 , to check the information on CVs before hiring!

Author Bio: Hubert Jaspard is a Visiting Lecturer at the School of Advanced Studies in Public Health (EHESP)