One in Five Canadians Would Exaggerate the Facts to Get a Job
According to a recent poll, nearly one in five Canadians (19 per cent) would exaggerate previous responsibilities in order to land a job.
The poll also revealed that Canadian employers are not always diligent in screening or conducting background checks of prospective candidates. Nearly six in 10 of those surveyed (59%) said they had obtained a job without the employer checking references.
Additionally, poll findings reveal that a large majority (84%) would feel frustrated if they knew someone had been promoted or hired at their workplace because they had lied on their résumé. When faced with this knowledge, colleagues are on the fence about what to do: nearly half (49%) would report them. With respect to their boss though, fewer (20%) would blow the whistle if they discovered dishonesty; most (59%) would simply think less of them.
Stretching the truth to get the job
Job-seeking Canadians who stretch the truth fall under one of five "Tall Tale" types: Paycheque Pretenders: would exaggerate their current or previous compensation (27%).
Paycheque Pretenders: would exaggerate their current or previous compensation (27%).
Eager Embellishers: would gloss over relatively inconsequential details such as the duration of a job, or gaps of time between jobs (15%).
Time-Will-Tells: would lie about skills they don't have, like speaking German or operating a forklift - gaps that would eventually become evident (17%).
Fact-Fudgers: would exaggerate current or previous job responsibilities (19%).
Phonies in Disguise: would falsify credentials key to the field or position (12%).
Source: ADP Canada
Canadian Workers Becoming More Litigious
The majority of Canadian HR professionals believe workers have become more litigious in recent years and fear the trend will continue over the next five years, according to a recent survey by the Human Resources Professionals Association (HRPA) and Canadian HR Reporter.
Most (74.6%) also believed the courts and other adjudicative bodies were tilted in favour of employees, a perception that many respondents say prompts employers to settle with employees regardless of the merits of their case. Interestingly, this perception of bias was strongest among mid-level managers and executives (82.4% and 80.5% respectively).
The most problematic issues in terms of litigation were wrongful dismissal (67.7%), termination and severance pay (57.9%), human rights complaints/discrimination (54.0%), accommodation issues (31.1%), and severance arrangements (23.0%). Respondents also reported paying more in legal fees to defend against claims filed by employees: 67.2% of respondents said their employment-related legal costs had gone up 5 per cent or more in the last year, 53.2% indicated 10 per cent or more in the last year, and 15.8% indicated 25 per cent or more in the last year.
- 87 per cent of employees who have ever worked remotely responded that they are just as productive, if not more, when working out of the office, and over half of all respondents (56 per cent) said that having a flexible work option would motivate them to work harder.