またまたたまげた求職者（応募者）。履歴書を見る限り文句のつけようがない。
一流大学卒で一部大手企業（業界ＮＯ１）に就職、営業職で勤め在職15年、平成21年3月自己都合で退職、とある。現在37歳、独身、
写真を見てもキリッとした顔立ちで職務経歴書の内容も中々のもの。

ところがどっこい。大学は間違いなく卒業しているが新卒で勤めたという15年の在職は全くのデタラメ。
実際は支店採用で平成19年から20年にかけ1年勤めただけ。しかも、過去に有印私文書偽造、同行使、
詐欺未遂で起訴された事実がある事が判明。エッそんな事が判るの？と云われそうですが、実は判るのです。と云っても、
全てが判る訳ではない、判らないケースもある。判らないケースもあるが、そうした被調査人は何処かに問題点が出てくる。例えば、
今回のケースの様に経歴を詐称するとか性格や勤怠面での問題が指摘されるとか、何らかの不都合が生じてくるものです。

依頼人（依頼企業）は、この点を調べて欲しい・・と具体的事項を依頼するケースが多々あるが、人に関する調査
（人事調査、人物調査）は非常に難しく、部分を観る為には全般を調べ、
必要に応じては交友関係など周辺の人もみなければ、指摘の部分が見えてこない場合も多く、
意外に時間と経費が掛かると云うのが人に関する調査である。かと言って、料金設定せずに受件する事もできず頭を悩ますのが常である。

ゴメン。こんな事を書こうと思っていた訳ではない。小生が本当に上記調査で言いたかったのは、
被調査人が勤めていた超大手企業のことである。支店採用とは云いながら職安紹介などではなく民間の有料職業紹介所を経て採用したものであり、
紹介手数料150万円内外を支払ってのものである事は容易に推測できる。
職業紹介所経由で求人企業にわたった履歴書や職務経歴書が如何なるものであったかは本調査では判明しなかったが、
多分嘘で固められた素晴らしい内容の物であったに違いない。この企業は、その事を知らずに採用し、特に問題を起こす事無く退職
（表面に出なかっただけで、実際は仕事など殆どしていなかったかも知れないが・・・）しており、不幸中の幸いと云うか、知らぬが仏と云うか、
幸いにも150万円内外の紹介手数料と1年間の人件費数百万円の損失で事なきを得たが、彼の人物が未だその企業に勤め、
日々営業に出ているとすればそら恐ろしい感じがする。

それでも採用時の調査（採用調査、雇用調査）はいけないの？。

Another jaw-dropping job seeker (applicant). I can’t complain about it as far as my resume goes.
He graduated from a top-notch university and worked for some major companies (No. 1 in the industry), worked in sales for 15 years, and left in March 2009 for his own reasons. Currently 37 years old, single.
Even if you look at his photo, he has a sharp face and the contents of his resume are quite good.

And yet, there it is. He’s definitely a college graduate, but his 15-year tenure as a recent graduate is complete bullshit.
In fact, I was hired at a branch office and worked there for only one year from 2007 to 2008. What’s more, he’s had a history of forgery and use of private documents bearing his name.
Turns out he was charged with attempted fraud. How could you possibly know that? But actually, I know what it is. although it is true that
You can’t know everything, there are cases where you can’t. In some cases, we don’t know, but there is a problem somewhere with such an investigator. For example.
As in this case, some inconvenience will arise, such as misrepresenting one’s background or being pointed out as a problem in terms of character or work ethic.

There are many cases where the client (client company) asks for specific matters such as “I want you to look into this point,” but it is a survey on people.
It’s very difficult to do (personnel and character surveys).
If you don’t look at the people around you, such as your friends, if necessary, you often can’t see the part you’re pointing out.
Research on people is surprisingly time consuming and expensive. However, it is not possible to accept the case without setting the fee, and it is always troubled in the head.

I’m sorry. It was not my intention to write something like this. What I really wanted to say in the above survey was
It refers to the super-major company that the investigator worked for. Although they were hired at a branch office, they were not hired through a job placement agency, but through a private, paid job placement agency.
It’s easy to guess that it’s a referral fee of 1.5 million yen or more.
The survey did not find out what kind of resumes and CVs were used by recruiters via job placement agencies, but it did find out that they were not the same as those used in the survey.
It must have been a great content thing that was probably cemented with lies. This company hires without knowing about it and leaves without causing any problems.
(It may be that he didn’t come to the surface and didn’t actually do much work…) I think it was a blessing in disguise or a blessing in ignorance.
Fortunately, the company lost millions of yen in introductory commissions and labor costs over the course of a year.
If you’re out in business every day, that’s a horrible feeling.

Do I still have to do a survey at the time of hiring (hiring survey, employment survey)?

危惧していたことが現実に。以前このブログにも書いたが、今の個人情報保護や人権の流れからすると「履歴書詐称」が蔓延し、東大や京大卒が倍増するのではないか・・？、
との警笛を鳴らしたが、徐々にその危惧が現実化しつつある。その事を実例をもって紹介したいと思う。

先般、クライアントの某企業から久し振りに電話、「一寸相談したいことがあるので来ていただけませんか」、「ハイ判りました。直ぐにお伺いします」。
担当の営業マンは喜び勇んで飛び出して行った。で、持ち帰った資料は可也の量。ひと目見るなり、履歴書５?６件はあるな・・・
と喜んだのも束の間、実際はさに非ず。たった１件の雇用調査であった。ただ単に調査の為の参考資料が多いだけ。

理由は、履歴書に添付された資料が通常の職務経歴書の外、
卒業証書の写し１通、卒業証明書の写し１通、在職証明書２通、資格の証明書２通、国家試験の一部合格証明書１通。
ご丁寧と云うか、お見事と云うか・・・、驚嘆に値するほどキチッとした履歴書と、その履歴を証明する添付資料であった。

此処までの資料を揃えての応募ゆえ、企業は経歴については「疑う余地なし」として、
採用調査を省略し面接だけで採用を決定。即戦力として、そこそこのポストを用意し就業して貰った。
ところが思った程に仕事は出来ない。会話の中にも時々アレッと思うようなところがある。

そこで、疑問に感じた人事担当者が、弊社に「一寸来ていただけませんか・・
」と、なった訳らしい。

早速その履歴と添付資料に基づいて経歴調査を開始。ところがご存知の通りで、
学校は個人情報を盾に卒業確認には応じない。企業は在職確認に応じない。お手上げである、ところがそこで手を上げたのでは調査に成らない。
調査員は何時もの通り、あの手この手で苦心惨憺。結果は、大学は２校ともウソ、職歴も全くのデタラメ。

何でその事実が判ったかと云うに、奴さんの提出した添付資料の書式や内容が本物と少しづつ違っていたため。こう云うのを一般に
「墓穴を掘る」と云う。

卒業証書は文面に若干の違いがあった。卒業証明書は学長名が違っていた（代の違う学長名）、在職証明書は書式に違いがあった。等などで、個人の事は云えないが自校、自社が発行したものか否か、
書式やその外の内容については個人情報とは別として、ご協力頂けたと云う訳である。

笑い話のような本当の話。　　こんな世間に誰がした・・・・♪　。

What I had feared came true. As I wrote on this blog before, from the current trend of personal information protection and human rights, “resume fraud” will become widespread and the number of graduates of Tokyo University and Kyoto University will double… and
But the fears are gradually becoming a reality. I would like to introduce this with an actual example.

The other day, a certain company of a client called me after a long time, “I have something I want to discuss with you, so can you come?” “Yes, I understand. We’ll be right back.
The salesman in charge flew out with joy. So, I brought back a considerable amount of materials. That’s five or six résumés on the face of it.
While I was glad to hear that, in fact, it wasn’t that bad. It was only one employment investigation. It’s just a lot of reference material for research.

The reason is that the material attached to the resume is outside of the normal work history and
One copy of your diploma, one copy of your graduation certificate, two certificates of employment, two certificates of qualification, and one certificate of partial acceptance of the national examination.
I can’t say that it was polite, but I can say that it was brilliant… I was amazed at the neatness of the resume and the attachments that proved it.

Since we have all the information we need, the company will assume that our background is “unquestionable”.
Hiring decisions are made based on interviews only, omitting the hiring survey. I prepared a decent post and asked them to work there as an immediate helper.
However, I can’t do as much work as I thought. There are parts of the conversation that I sometimes wonder about.

So, one of our HR staff members, who had some doubts, asked us if he could come to our company for a moment…
It seems that this is the reason why he was able to do so.

We started a background check based on the history and attachments. However, as you know.
Schools will not respond to graduation verifications using personal information as a shield. Companies do not respond to tenure checks. It’s too much to handle, but it’s not enough to investigate if you raise your hand there.
The investigators are, as always, going through a lot of pains and tribulations. The result is that both universities are lies and the work experience is complete bullshit.

The reason why I found out this fact is because the format and contents of the documents he submitted were slightly different from the real ones. You know, like this.
It’s called “digging a grave.

The diploma was slightly different in wording. The certificate of graduation had a different name for the president (a different name for the president), and the certificate of tenure had a different format. I can’t tell you about the individual, but I can tell you whether it’s issued by your school or your company or not.
The form and other details are not included in the personal information, but we thank you for your cooperation.

A hilariously true story.　　Who in the world has done this to me…

採用調査の被調査人。年齢５３歳で従業員５０名ほどの中小企業の元常務取締役。
履歴書を見る限りでは中々の人材である。

調査結果。申告の履歴に間違いなく仕事もそこそこにできる。
家族仲も円満な様子で近隣者にも好感を持たれている。人柄は穏やかで協調性もあり、考え方もノーマル。「総じて問題なし」の人物である。

そこで調査員は報告書を纏めようとするが何故か筆が進まないという。報告納期は既に来ている。営業担当は少しイライラ気味。
「どないしたん・・・、何か問題あるのん」「イヤ特に・・・ただチョット」、よくよく聞いてみると、前職２社共に、
仕事ぶりや人柄などの質問には特に躊躇すること無く答えてくれ、特に問題は無かったと云う。ところが退職理由、
原因について質問すると今ひとつ歯切れが悪くハッキリしなかったとのこと。それがひかかって中々ペン（実際はキーボード）
が進まないとのこと。

気になった営業マン。依頼主に連絡し納期を少し延ばしてもらう事にした。
調査員にその旨を伝え納得行くまで調査を進めるようにと指示。

担当調査員はその事を調査部長に相談。部長曰く、「現場へ足を運べ・・・、何かあるに決まっとる、従業員にかまをかけて・・・」。

早速現場に向かい、貴社した調査員、「判りました・・。やぱり何かひかかったら振り出しに帰ることですね」、「で、どうやった・・・
」、「セクハラ男ですは。どうも癖のようですネ、２社ともそれがバレて辞職させられてましてん」。　　レポートの早いこと、はやいこと。

今日の出来事、一件落着。

Respondent of a recruitment survey. He is 53 years old and a former managing director of a small business with about 50 employees.
As far as his resume goes, he’s a decent hire.

Findings. You can definitely do the job well on your return history.
The family seems to be on good terms with the neighbors. His personality is calm and cooperative and his thinking is normal. He’s an “all-around okay” person.

So, the investigator tries to compile the report, but for some reason he can’t finish it. The reporting deadline has already come. The salesperson was a little irritated.
What’s the matter with you?” “I don’t have any problem.
He answered my questions about his work ethic and personality without any hesitation, and I had no particular problems. But the reason for leaving.
When I asked him about the cause, he said he was too stubborn to clarify. The pen (actually, the keyboard) got stuck in the middle of it.
is not progressing.

Curious salesman. I contacted the client and asked him to extend the deadline a little.
I told the investigator that, and instructed him to proceed with the investigation until he was satisfied.

The investigator in charge consulted with the head of the investigation department about it. The manager said, “Go to the site…something’s going on…something’s going on…something’s going on…something’s going on with the employees.

Immediately went to the site, your investigator who did your company, “I understand… If you fall for something, you should go back to the beginning,” “So, how did you…
It is a sexual harassment man. It seems to be a habit, and both companies were forced to resign when they found out about it.　　The faster the report, the faster it is.

Today’s events are over.

採用調査（雇用調査）の最近の事例。

年に数件しか依頼のない某大手企業の担当部長より久し振りに電話、「松谷さん、
住所が町名までしか判らない求職者の調査ですが出来ますか？」、「と云うことは紹介会社（有料職業紹介事業者）経由の求職者ですか？」、
「その通り・・・」、「判りました・・出来ますよ」。
紹介会社は当初の紹介時点では求職者の詳細な住所や電話番号などは履歴書から削除して紹介するのが普通
（個人情報保護と求職者との直接連絡をさせない為など・・）。

求職者の履歴。米国の大学卒で、日本の貿易商社２社を経て出向先企業に転籍し、
転籍した会社から再度関連会社に出向となり、現在その出向先で部長の要職にある、
が面白くないのかその一方で転職サイトに登録し求職活動をしている人物。面接では、
言語明瞭で態度もよく何となくキレ者という感じであったらしい。

早速、経歴確認調査に着手。ところが現職は触れないし前職も前々職も転籍、
出向で現職至っており下手に触ると被調査人が転職活動をしているのが現勤務先に漏れる危険がある。従って、
取材は慎重に慎重を要する案件であった。そこで、知人を装い先ず前々職に「○○さんお願いします・・・」と電話、　　すると
「そんな人いません・・何かの間違いでは」、「あ・・そうか、△△に変ったんでしたっけ・・・」、「エッ・・、そんな知りません。
そんな会社、内とは何の関係もありません」との返答。不振を感じた調査員、再び前職に同じ調子でチャレンジ、
「○○さんは大分前に退職なさいましたよ・・」、「エッ、何処へ行かれたかご存知ありませんか？」、「知りません、何かあったんですか」、
「いや、一寸尋ねたい事があったものですから・・・」。ウム、これはおかしい・・・。

ここで振り出しに戻り、履歴詐称を前提に本格的調査に入る。結果、
前職４社共に何ら関係のない会社で、転籍、出向などは全くのデタラメ。勤務期間も大幅に違っており、
職務経歴書に記載されている職責及び職務実績も可也の底上げであった。

職務能力に関しては、そこそこ仕事はできるが自己主張が非常に強く、職場での和が保てず、勤めた先々でことごとく上司、
同僚とぶつかり、１?２年で転職を繰り返すハメになっている人であった。

早速その旨をレポートにて報告。依頼会社から「有難う・・・」の言葉を頂く事ができた。
結果は知らないが多分採用には至らなかったであろうと思う。

ところが、こんな人でも厚生労働省の指導に従い、調査をせずに採否を判断していれば、先ず間違いなく採用となった事でしょう。結果、
紹介会社に紹介手数料１００万円強（給料の３ケ月分相当額）を支払い、トラブルメーカーを抱え込み、
会社はその後相当な苦労を強いられる事に成った出あろうことが容易に推察される。

その次に依頼のあった女性の採用調査。調査経緯は省略するが、何と年齢を５歳も誤魔化していた。今は、採用に関し、
年齢制限を設けることは基本的にはできなくなっている。だからとと云って年齢詐称がＯＫとは成らない。単なる女性の見栄なのかも知らないが、
就職に際しての年齢詐称はいただけない・・。

A recent example of a recruitment survey (employment survey).

It’s been a long time since I received a phone call from the head of the department of a major company that had only asked me for a few cases a year, “Mr. Matsutani.
Can you do a survey on a job seeker whose only address is the name of the town? If so, are you a job seeker through a placement agency (paid employment agency)? and
You’re right…”, “I see… I can do it.
Referral agencies usually remove the details of the job seeker’s address and phone number from the resume at the time of the initial introduction.
(For the protection of personal information and to prevent direct contact with job seekers…)

Job Seeker History. After graduating from a university in the U.S., he worked for two trading companies in Japan before transferring to the company he was transferred to.
I was transferred to an affiliated company again from the company to which I was transferred, and now I am in a key position as a general manager at the company to which I was transferred.
On the other hand, someone who registers on a job-hunting website to look for a job. In the interview.
He was clear in his language and had a good attitude and seemed to be a bit of a hothead.

We started a background check immediately. But he didn’t mention his current job, and both his previous and former jobs were transferred.
He is currently on secondment to his current position, and there is a risk that his current employer will find out that he is changing jobs if he is not careful. Therefore, the
The coverage was a matter that required careful and deliberate attention. Then, I called my former job first, pretending to be an acquaintance, and said, “Mr. XX, please…”.
There is no such person…must be some kind of mistake…”, “Oh, I see, I thought it was changed to “-△”…”, “Eh…I don’t know that.
I have nothing to do with such a company or the company inside,” he replied. Investigator who feels underperforming, tries again at his previous job with the same tone
You left your job a long time ago…” “Huh, do you know where you went? “I don’t know, what’s going on?
No, I just wanted to ask you something… Um, this is ridiculous…

Here, we are back to square one and begin a full-scale investigation based on the premise of history falsification. Result.
It’s a company that has nothing to do with any of the four previous companies, and the transfer or secondment is complete bullshit. The working period is also very different.
The job responsibilities and job performance listed in the resume were also significantly improved.

In terms of work ability, she is able to do her job well, but she is very self-assertive, and she is unable to maintain harmony in the workplace.
He had run into a colleague and had to repeatedly change jobs within a year or two.

I reported on it immediately. We were able to receive a “Thank you” from the client company.
I don’t know the outcome, but I think it probably didn’t result in recruitment.

However, if they had followed the guidance of the Ministry of Health, Labour and Welfare and made a decision on whether to accept or reject such a person without conducting a survey, they would have been hired without a doubt. Result.
He paid over 1 million yen (equivalent to 3 months of salary) to the referral agency and had troublemakers.
It is easy to imagine that the company would have had to go through a lot of hardship afterwards.

The next step was a hiring survey of women who had been hired. I will omit the details of the investigation, but to my surprise, they misrepresented their age by five years. Right now, I’m trying to figure out how to recruit.
It is basically no longer possible to set an age limit. However, this does not mean that it is OK to falsify your age. I don’t know if it’s simply a woman’s vanity.
It is unacceptable to falsify one’s age at the time of employment…

弊社は、採用調査をメインとしている調査会社（興信所）
である。

求職者の提出した履歴書及び職務経歴書を基に、その履歴（学歴、職歴）が正しいか否か、
職務経歴の内容は実績に沿ったものか否か？、性格素行は、勤怠状況は、健康面は、生活振りは、等の各項目について調査し、
応募者の職務能力を見極め採否の参考資料に供する事を目的としている。

調査料は、調査項目によって多少異なるが２万円?４万円内外が普通で、納期は受件日から３・４日後となる。クライアントは小・中・
大企業と様々で業種も千差万別である。この業種は採用調査は必要だがあの業種はいらない等という事はありえない。
昔から言い古された言葉であるが、「企業は人なり」。時代が如何に変わろうと、
この言葉が廃ることは無いように思う。

参考までに、今週弊社で調べた採用調査の結果（調査所見）の概要を紹介してみると

年齢４５歳の独身男性・・・。　高卒で警察官となり３０歳代で依願退職、以後職を転々と変わっている。調査結果、
「警察在職時に女子高生に対する痴漢行為で逮捕され免職。以後の職歴は一部を除き確認が取れず、
判然としない部分はあるが前職○○での勤怠は普通。性格は穏やかで協調性は十分に備えているが、性癖には十分な注意が必要で、
サービス業への適正は疑問」

年齢２６歳の独身男性・・・。大卒で職歴は３社。調査結果、「経歴は申告通り。性格は今時の若者と言うか、
友達とは明るく協調的に振舞うが、地域の人には挨拶一つせず職場でも上司や先輩に対しては殆ど口をきかず、
意思疎通が上手くはかれない様なところがある。但し、指示された事や決められた事は先ず普通に行い、勤怠そのものは普通」

３８歳の既婚男性・・・。大卒で職歴１社。調査結果、「直接の確認は取れなかったが履歴はほぼ申告通りと思料される。
明るく外交的な人で交際範囲は広く、社内外を問わず評判は良好。前職は個人情報保護を理由に詳細についての取材には応じないが、元上司は
「全く問題のない人物・・・」と好評であった」

５０歳の既婚男性・・・。高卒で中小企業を中心に転職を繰り返している。調査結果、
「職歴に判然としない部分はあるが前職及び前々職の勤務期間は申告通り。大人しく真面目な人で勤怠は先ず良好。但し、
腰痛の持病を持っており、少し無理をすると腰にきて２・３日欠勤する事があった。前職の退職理由も腰痛が原因であり、
職種によっては健康面に注意を要す」

４８歳の独身男性・・・。タクシー会社など運転の仕事を主にしてきた人。調査結果、「話好きな明るい人であるが、
タクシー運転手をしながら非番の日にはデリバリー女の送迎をしていた人で、交友関係には十分な注意が必要」

だいたいこんな調子で、週に数十件の採用調査をするが平均すると、「先ず支障なし」が６割、「要注意」が２割、「不適と思われる」
が２割位の比率である。実際には、クライアントによってこの比率は大きく異なり、大半が「支障なし」の先もあれば、「７割方が何か支障あり」
の先もある。何れにしても、採用調査をせず、面接だけで採否を決めていたならこの会社は大変な事になっていたであろう・・
と思われるケースは多々ある。

Our company is a research company (credit agency) that mainly does recruitment research.
It is.

Based on the resume and work history submitted by the job seeker, whether or not the resume (academic and work history) is correct.
Is the content of your work history in line with your performance or not? The survey was conducted on the following items: personality, conduct, attendance, health, lifestyle, etc.
The purpose of this system is to determine the job skills of applicants and use them as reference materials for acceptance or rejection.

Survey fees vary slightly depending on the survey item, but usually range from 20,000 yen to 40,000 yen or more, and are delivered three or four days after the date of receipt. Clients are elementary, middle, and high school.
There are many large companies and many different industries. There is no way to say that you need to do a job search for this industry but not that industry.
There is an old saying, “A company is its people”. I don’t care how times change.
It seems to me that this word will never go out of fashion.

For your reference, here is a summary of the results (findings) of a recruitment survey we conducted this week

A 45-year-old single man…　He became a police officer after graduating from high school and retired at his own request in his thirties. Findings,
When he was a police officer, he was arrested and dismissed for molesting a high school girl. Subsequent work history could not be verified with the exception of some
I don’t know what’s going on here, but the work ethic at my previous job was normal. His personality is calm and cooperative enough, but he needs to be very careful about his sexual proclivities.
The appropriateness of the service industry is questionable.

A single man of 26 years of age… He is a college graduate and has worked for three companies. Findings: “My background is as declared. He’s a bit of a young man nowadays.
He is cheerful and cooperative with his friends, but he rarely speaks to his bosses and seniors at work, even though he does not greet the local people.
There is a part of me that I can’t communicate well. However, I do what I’m told and what I’m supposed to do normally, and my diligence itself is normal.

A 38-year-old married man… He is a college graduate and has worked for one company. As a result of the investigation, “Although no direct confirmation could be obtained, we believe that the history is almost as declared.
He is a bright and outgoing person with a wide range of relationships and a good reputation both internally and externally. While his former boss declined to be interviewed for details, citing privacy concerns, his former boss
It was well received, “Someone who had no problem at all …

I’m a 50-year-old married man… He is a high school graduate and has repeatedly changed jobs, mainly at small and medium-sized companies. Findings,
There are unidentifiable parts of the work history, but the length of time I worked at my previous job and the previous job were as declared. He is a quiet and earnest person with good work ethic. However.
I have a back pain, and if I exert myself a little, my back would get worse and I would miss a few days of work. The reason for leaving my previous job was also due to back pain.
Some jobs require a lot of health care.

A 48-year-old bachelor… Someone who has worked mainly in driving, such as a taxi company. The survey found that while “he is a talkative and cheerful person,
He’s the one who was driving a cab and dropping off delivery girls on his off-duty days, and he’s very careful about his companionship.

On average, 60% of the respondents answered that they had no problems, 20% said they needed to be careful, and 20% said they were considered unsuitable.
is about 20% of the total. In practice, this ratio varies greatly from client to client, with the majority of clients having no problems and 70% having some problems.
and beyond. Anyway, this company would have been in a lot of trouble if they had decided to accept or reject the job based on the interview without conducting a recruitment survey…
There are many cases in which you may think, “I don’t know what to do.