経歴詐称（履歴書詐称）
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)?
