Employment lawyer Alison Graham answers nine frequently asked questions on striking the right balance on that all-important document.
1. How much poetic licence can be used when describing achievements on CVs?
A CV should emphasise your achievements, strengths and successes and while language can be used to sell these (and you) in the best light, you should avoid giving information that is untrue or misleading.
Remember that anything in your CV could be discussed at interview, be checked out, or be relied upon in terms of the duties you’re required to perform. If you exaggerate or lie about skills or achievements you risk being caught out at interview - or later down the line.
2. Can regular job changes or big gaps in employment be covered up?
Unless setting out your employment history is unavoidable (such as through a pre-prepared application form), you could sell and highlight your experience and achievements by using examples from past jobs that demonstrate the skills required for the role being applied for instead.
However, even if there are big gaps or regular changes in your employment, think carefully as to why this is the case as you may be able to draw the positives out of your experience.
A year out to go travelling, a career break to raise a family, or job changes to improve skills can easily be explained at interview and may give you an advantage over other candidates.
3. Do I have to reveal criminal convictions?
Unspent convictions should be disclosed if requested. However, subject to certain exceptions, a “spent” conviction need not be disclosed even where there is a direct request for information. However, one of the exceptions to this is where an application is for a particular profession, of which a pharmacist is one. Therefore depending on the role applied for, even spent convictions may have to be disclosed and the prospective employer should make it clear where this is the case.
4. Do I have to reveal my current salary?
There is no requirement to do this, although a discussion about salary and benefits may be useful at the interview stage so that the parties can establish expectations.
5. Do I have to reveal long-term illnesses?
There is no obligation to tell an interviewer if you suffer from any long-term illnesses, and they should not make enquiries of your health before an offer of employment is made unless it is to establish whether any adjustments are needed for the purposes of the recruitment process, to assess if you are able to carry out a function that is intrinsic to the role, or for the purposes of equal opportunities monitoring.
After an offer of employment has been made then employers are able to make enquiries about your health and, should anything arise from any report, prompt a discussion with you about your ability to carry out the role or any adjustments that may be needed.
You may therefore decide to be upfront and raise issues of your health at the interview if you feel this to be the most appropriate forum for explaining the situation fully or discussing any adjustments you may need.
6. Do I have to tell an interviewer I'm pregnant?
Again there is no requirement to tell an interviewer of your pregnancy and they should not ask. However, if you later start employment then you should inform them of your pregnancy at least 15 weeks before the due date.
7. Do I have to provide my previous or current employer details if I do not think they will give a good reference?
A prospective employer may draw inferences from your failure to name your most recent employer as a referee as this would be usual, and may be a requirement of the application form. However, in theory, it is for you to choose your referees.
Remember that those providing a reference have a duty for it to be true, accurate and not misleading. As such, most employers now provide a factual reference only (eg confirming employment dates and job title) without any comment on your abilities.
8. What checks will an employer do on my CV?
Many employers will not carry out any checks, although employers are becoming increasingly vigilant in checking out information that has been given. Often offers of employment will be conditional upon receiving for example copies of qualifications (particularly where the qualification is a requirement of the role), security and/or CRB checks (where required), evidence to support experience and viable references.
9. What can go wrong if I exaggerate?
A small glorification on something insignificant may not come back to haunt you, but lying on a CV about qualifications, skills or experience you have, or failing to mention something significant may well lead to the legitimate withdrawal of any offer of employment, or lead to the fair termination of your employment.
Aside from losing your job, employers could bring a civil claim for misrepresentation and claim damages for any loss arising from this. In extreme circumstances, deception can be seen as a criminal offence leading to imprisonment for fraud.
So while the process of applying for a job is not one where modesty is the best approach, those who overstep the mark when it comes to telling the truth should do so only with extreme caution. Alison Graham is an associate in the employment team of law firm Veale Wasbrough Vizards