Finding the right candidate is no easy task, and with an increase in fraudulent candidates, it has now become all the more challenging. Bogus candidates waste companies’ precious time, money, and reputation. It may be credentials presented in false form, identity theft, or even skill exaggeration. The recruiter has to remain on high alert. There are eight such warning signs which signal that a candidate may be hiding their true identity.
- Resume inconsistencies.
A resume is a job candidate’s professional history, and discrepancies in dates of employment, job descriptions, or company names should be of concern. If the information appears too general or varies from one version of their resume to another, it is worth exploring.
- Unverifiable Work History.
When previous employers are unable to verify a candidate’s employment or position, it’s a big red flag. Some phony candidates name companies that don’t exist or say they worked for well-known companies where they never worked. Always check employment history by direct contact with former employers.
- Phony Certifications and Degrees.
It’s simple to fabricate academic and professional credentials. If the applicant provides degrees from unknown schools or certifications that don’t ring true, verify them with the awarding institution. Most universities and certifying authorities have online resources to check and verify.
- Avoidance or Recitation Answers during Interviews.
A sincere candidate would naturally be able to talk about their work experience. If the person is having a hard time offering specific examples, offering generic answers, or appears to be too rehearsed, they may be covering something. Prolonged pauses or excessive use of jargon can also show that they do not have actual experience.
- Resistance to Offering References.
A reliable candidate will be quick to provide references from past employers. A candidate who balks, gives only personal contacts, or makes excuses for why references won’t be available is trouble. Verify references with company sources instead of going solely by the names given.
- Failure to Demonstrate Skills.
A few exaggerate their technical abilities, but a hands-on test is usually quick to sort out the difference. If they are failing with hands-on operations or working under par for a resume that impresses, perhaps they are not as good as they said.
- Social Media and Online Profile Discrepancies.
Most professionals have LinkedIn or other web profiles. If a candidate’s online experience doesn’t match that on their resume, it’s a high level of suspiciousness. Not having an online presence for a candidate who says they have a long career is also suspicious.
- Suspicious Behaviour During Background Checks.
If a candidate is reluctant to undergo background checks, is slow in submitting required documents, or becomes evasive when asked questions, it may be an indication that they have something to conceal. A good background screening can verify their identity and credentials.
Final Thoughts.
Getting the right talent on board is critical to business success, and phony candidates can be disastrous. By remaining vigilant to these warning signs, recruiters can ensure that they are hiring real professionals with the necessary skills and integrity required for the position. Vigilance and meticulous verification are the secrets to safeguarding your business from recruitment fraud.
