人事調査、採用調査
弊社の売上げの９０％が人事調査（主に採用調査）である。内90％が中途採用に係るもの。従って、先ず最初に調べるのが、申告履歴が正しいか否か。この段階でひかかりがあるのが３０％強と驚くなかれである。
一般に履歴書は、自分が自分の歩んできた道、履歴を書くのだから、履歴書は間違いないものと考えられている。従って、会社は、応募者が提出した履歴書を基に面接をし、その人の能力と資質をはかり採否を決める。
大半の人が、提出された履歴書に嘘があるなどとは考えていない。ところが実際に調べてみると３０％強の経歴詐称が判明する。詐称の程度は大小様々で、意図的なものもあれば単に記憶違い、書き間違いと思えるものもあり、一概に違いがあるからダメとは言えないが、中には此処まで嘘を書くか！と思える程のものもある。学歴、職歴すべて嘘、正しいのは名前と生年月日のみという事さえある。
多くの企業は先ず履歴書を見て判断し、次の段階に進むか否かを決め、次の段階では申告履歴を基に面接なりペーパー試験なりを行うが、基礎資料が違っていれば、それを基にした判断も誤ったものになる。また、採用調査は履歴の正否を調査するだけでなく、就業能力や資質を側面的に調査し、その結果をレポートにて報告するというのが基本となっている。従って、採否の最終判断をする前に、この調査をすることによって採否の判断ミスを大きく軽減する事が出来るのは間違いない。
弊社は1979年（昭和54年）創業以来一貫してこの業を行って来た。長年の歴史の中ではマスコミ沙汰になるような大きな事件に関わったこともある。例えば池田小学校生徒殺害事件の犯人を、事件を起こす３ケ月前に調べ、「この人の履歴はデタラメです。職場では勤怠不良で解雇された歴もあり、採用には十分な注意が必要です。採用は不適当と判断します。」との報告を上げたこともある。
ところが厚労省は、身元調査は差別につながるおそれがあるとして、就職の際の人事調査（採用調査）をしてはならないものとして、各都道府県の労働行政に通達し、行政機関はそれを企業に指導しているのが実態である。
此処に至る背景は色々とあり、過去には、こうした指導をしなければならない時期が有ったのも事実であり、一概には云えないところが有るのも判るが、行政機関の悪弊というか、一度通達されたものを変更するのは並大抵の事ではないらしく、４～５０年前とは背景が大きく変わっており、規制の大きな要因であった、被差別部落の問題、特に就職差別に関しては当時とは全く異なっている。ところが行政指導だけは旧態依然として変わらず、刊行物である「採用と人権」などの中身は殆ど当時と変わらず、「身元調査は差別につながるおそれがあるから、採用の際の人事調査はしないように」との文言を一貫して使用している。そして差別のない公正採用に努めるよう、強く求めているが、少なくとも公正な採用選考を行うためには、正しい履歴を同一テーブルにあげないとどうにもならないと思うが、その為の作業をしてはならないと指導している厚労省の姿勢には、いかにも矛盾を感じる。
また厚労省は、あらゆる人事調査を身元調査とひとくくりにしているが、身元調査なる文言の定義はかなりあいまいである様に思う。人の出身地（本籍地、原籍地）や先祖をさして使う事もあれば、その人の力関係（財産力、知識力）又は履歴をさして使うケースもある。中には身元保証など信用度をいう場合もあり、「単に身元調査はしないでください」は、どの範囲の調査をさしてしないで下さいと言っているのか今一つハッキリしない。
弊社が実施している採用調査なるものはあくまでも就職に際しての被調査人の能力、資質であり、出身地が何処であるとか、家柄がどうとか、本人の能力資質に直接関係しないことを調査報告するものでは無く、厚労省のいう身元調査とは異なっているとの見解を持っているが・・今一つスッキリしないのも事実である。
Personnel survey, recruitment survey
90% of our sales are from HR surveys (mainly recruitment surveys). Of this, 90% is related to mid-career hiring. Therefore, the first thing we look into is whether or not the declaration history is correct. Surprisingly, more than 30% of them have problems at this stage.
Generally speaking, a resume is considered to be accurate because you are writing about your history, the path you have taken. Therefore, companies interview applicants based on the resumes they submit and decide whether to hire or not based on their abilities and qualities.
Most people don’t think that there are any lies in the resumes submitted. However, when we actually check the resumes, we find that more than 30% of the resumes are fraudulent. Some are intentional, some are simply misremembered, and some are just plain wrong. However, some of them are so bad that I wonder how much they lie. Some of them even lie about their entire educational and employment history, with only their name and date of birth being correct.
Many companies look at the resume first and decide whether or not to proceed to the next stage. At the next stage, they conduct interviews or paper tests based on the declared history, but if the basic data is wrong, the decision based on it will be wrong. In addition, the hiring investigation is not only to check the correctness of the history, but also to investigate the working ability and qualifications from the side, and to report the results in a report. Therefore, by conducting this survey before making a final decision on whether or not to hire a candidate, it is certain that mistakes in the hiring decision can be greatly reduced.
Since our company was established in 1979, we have been consistently engaged in this business. In the course of our long history, we have been involved in some major cases that have been reported in the mass media. For example, we investigated the murderer of an Ikeda Elementary School student three months before he committed the crime and told him, “This person’s history is bullshit. He has a history of being fired for poor attendance at work, so we need to be very careful about hiring him. I’m going to consider you unsuitable for employment. The Ministry of Health, Labor and Welfare (MHLW), on the other hand, reported that the applicant’s identity was not clear.
However, the Ministry of Health, Labor and Welfare (MHLW) has notified the labor administration of each prefecture that personnel investigations (employment investigations) should not be conducted at the time of employment because such investigations may lead to discrimination.
There are many reasons for this, and it is true that there was a time in the past when this kind of guidance had to be given, so it is difficult to make a general statement, but it seems that it is not an easy task to change something once it has been notified, which is a bad thing for administrative agencies. The background has changed a lot since 4 to 50 years ago, and the issue of discriminated Buraku, which was the main reason for the regulation, especially regarding discrimination in employment, has completely changed since then. However, only the administrative guidance has remained unchanged, and the contents of publications such as “Recruitment and Human Rights” have remained almost unchanged since that time, consistently using the phrase “Do not conduct personnel investigations at the time of recruitment because background checks may lead to discrimination. The MHLW is also strongly urged to strive for fair hiring without discrimination, but I find the MHLW’s stance to be contradictory in that it instructs that no work should be done for this purpose, even though I believe that there is nothing that can be done without putting the correct history on the same table, at least in order to conduct fair hiring and selection.
In addition, the MHLW lumps all personnel investigations together as background checks, but I think the definition of the term “background check” is quite vague. In some cases, the term is used to refer to a person’s place of birth (domicile, place of origin) or ancestry, while in other cases it is used to refer to a person’s power relations (wealth, knowledge) or history. In other cases, it refers to a person’s power relations (wealth, knowledge) or history.
We are of the opinion that the employment investigation that we conduct is only about the abilities and qualifications of the person being investigated for employment, and not about investigating and reporting on things that are not directly related to the abilities and qualifications of the person, such as where they are from or their family background. But it is also true that it is not clear.
