Dive Brief:
- “Fake it ‘til you make it” is more than an adage: 36% of the U.S. workforce, or about 64 million people, say they’ve “faked it” when it comes to their knowledge, skills or expertise, according to Addison Group’s 2026 Skill Security Report. Workers said they exaggerated because they felt pressure to appear capable and stay competitive.
- This phenomenon has come up before; 10% of job seekers surveyed in May 2025 told AI Resume Builder that they lied regarding aspects of their resume, including years of experience and job responsibilities in previous roles.
- Work experts have a few solutions to combat workers lying to get the job and lying to keep the job, which all concern homing in on skills.
Dive Insight:
In sharing the AI Resume Builder report, the firm’s head of career advising, Soozy Miller, noted that employees lie about aspects of their professional experience due to stress, spurred on by a dismal jobs outlook. Job seekers feel “that the job market is so tough right now that actions such as lying on a resume to get a job are justified,” Miller said in a press statement.
The solution to avoid skillfishing in the recruiting process — made more common now by AI tools — is for employers to create a job application process that assesses skills and knowledge, a work expert previously told HR Dive.
But as this desperate approach follows some workers from the job search to the job site, what can HR do? One solution to address a workforce that’s faking it is to drill down on learning and development, which is something workers say they want.
Ninety-five percent of working and job-seeking respondents told Addison Group that at least one form of employer support would make them feel more confident about building their career and future. Workers (63%) largely said they wanted more L&D, including opportunities to learn new skills on the job, have access to professional development, and training on how to use AI effectively. They also expressed a desire for career advancement clarity and a clearer understanding of the skills they will need in the future.
Addison Group CEO Thomas Moran said that both technical skills and human skills will be crucial to “skill security.” Employers should “help people develop both, creating pathways for their employees to take on new challenges, grow in their careers, and contribute in ways they haven’t before,” he said.