Two in three job hunters put mistakes in their applications

Around 63pc of jobseekers’ applications in the first half of 2016 contained errors, with inaccuracies around employment history overtaking education as the number-one mistake, reports The Telegraph.

Thirty-three per cent of jobseekers included incorrect details about their work history compared to 32pc who shared an inaccurate grade, qualification, institution or course date, HireRight found. Profession qualifications and membership were another area that applicants frequently got wrong or exaggerated.

The data is based on HireRight’s own records, which includes more than 500,000 checks of 70,000 applications by job hunters in the UK, Europe, Middle East and Africa.

The company provides pre-employment background screening services for 33 FTSE 100 businesses. It tracks errors found during the screening process across education, employment, credit reporting, directorship claims, ID documentation, and professional qualification and membership claims.

Job candidates could be rushing applications or deliberately including incorrect claims in order to beat their competition during this time of economic uncertainty, according to Steve Girdler, managing director of HireRight.

“More and more businesses are carrying out thorough due diligence so, for jobseekers, accuracy and honesty is absolutely key in order to ensure your chances of being hired,” he said.

“Bringing in a new employee exposes a business to risk. While many inaccuracies are simple mistakes the worry is that without screening, unqualified or inappropriate candidates do slip through the net.”

Errors were particularly high in the financial services industry, where 68pc of applications in the first six months of the year contained mistakes, hitting a high of 71pc in February.

However, the financial services industry was “more thorough than ever when it comes to making hiring decisions”, Mr Girdler added, following the introduction of new rules from the Financial Conduct Authority .

“In carrying out such in-depth checks, HR and risk departments ensure that they only consider the absolute best leaders and talent, and can focus on establishing whether individuals are a cultural fit for the future their company envisages.”