When you have a high moral compass, as I do, it is very hard to understand why anyone would make false claims when applying for a new role? Surely "winging it" might get you the job, but you are only setting yourself up for a very big fall when you start trying to succeed in it.

As an Executive Search Consultant, I run adverts for senior level roles which generate high response rates. I concur with this article that when faced with reading 100 CV's I am looking for key information to qualify candidates in or out of the process. I don't have time to analyse every single detail in a CV during the first sift. However, we do manually read all CV's as we don't trust an automated piece of software to do our assessment job for us. 

Whatever candidates say on their CV's should never be taken as gospel, it is only the starting point of the recruitment journey and what they declare to have achieved may get your interest, but from this point onward, you must have a well thought out and robust recruitment process that probes every nook and cranny and ultimately allows you to make the right decision that the candidate can do the job and will integrate into your company's culture.

You should rightly consider all the tools available to you which should include;

1. A robust interview process to evaluate experience and behaviours.

2. Use psychometric assessments to take away your "gut feel" from the process.

3. Involve your colleagues in the process to get another point of view.

4. See what the candidate is doing on social media. Does it all stack up to the person you have met?

5. Take the interview process out of the office environment. Perhaps go for a meal with the candidate's wife or partner, create an informal environment and take all the walls and barriers down. No interview polish allowed.

6. Ask their customers and colleagues for their opinion (references).

The recruitment process should be two-way. Ensure that your role and company is equally as right for the candidate as they are for you.