What are the ways to identify fake candidates in Recruitment - Blog Image

What are the ways to identify fake candidates in Recruitment?

Kelly Barcelos on September 27, 2021 in HR Management

As a Recruiting Manager, you will undoubtedly encounter numerous challenges. Hiring genuine candidates that match the job requirements is the most common. While the hiring process can be stressful on its own, discovering that the prospect you hired is a false resource can be even more so. Any HR professional can attest to encountering fraudulent or fake resumes at some point.

Although it may not be feasible to totally exclude the possibility of receiving fake applications, you can be cautious in your hiring decisions. The first step is to recognize the red flags that fake candidates have.

Here are some red flags to look out for when dealing with fake candidates.

  • Mention of too many or unrealistic job skills

    Fake candidates frequently include too many in-demand skills in their resumes to appear as highly qualified prospects. As a result, keep an eye on candidate resumes with an excessive number of skills.

  • Mention of inadequate contact information

    When screening candidate resumes, ensure that all vital candidate details such as name, permanent address, phone number, and email address are provided. Fake candidates are more likely to provide limited contact information if any at all. Before moving forward, double-check all of the candidate’s details.

  • Mention of work experience that does not match

    Fake candidates not just mention partial contact information but may also include years of work experience that may not match or have long gaps in between. Thoroughly check this information and also question the candidate about the same.

  • No mention of social media profiles

    Look for links to the candidate’s social media profiles when checking for candidate information. You can use social media networks, particularly professional sites like LinkedIn, to find out more about candidates. Fake candidates may not have a complete employment history, a professional profile photo, or no social media profile at all.

What can you do to avoid hiring fake candidates?

Here are a few actions you can take to prevent hiring fake candidates:

  • Check the candidate’s identification and information

    Examine the candidate’s details carefully both when they apply for the job and when they appear for an in-person interview. And check the professional license if it is required for the position. Insist on bringing identification documents to the interview, such as a driver’s license, so you can double-check the information. When conducting an online interview, opt for video screening. During video screening, you can also use a verification process.

  • Opt for visual screening methods

    Conducting an in-person interview is critical since it prevents misinterpretation. You can also be certain of the candidate’s personality and how they respond to interview questions when you have them present in person. However, when conducting an in-person interview gets difficult, opt for video screening instead. You can also ask the candidate on the video not to use any earphones as there are chances of them receiving interview assistance from elsewhere. Even if you have screened the candidate via telephone interview, make sure to conduct an in-person or video interviewing.

  • Ask for legal documents to confirm candidature

    Any legal document that substantiates the candidate’s employment record is acceptable. You can request a relieving or experience letter from the prior employer, as well as Form 16 in some cases. Fake applicants may not have these documents or may present one that is later changed totally.

  • Look for a list of genuine references

    Check the references the candidates provide and call them to confirm the information. However, do not depend solely on the candidate’s list. You can also contact the previous employer by email or phone. Also, double-check that the reference list contains the following information: complete name, permanent address, designation, place of employment, and a working phone number.

  • Make use of an ATS software

    An ATS software, Jobsoid, for example, has a Smart Filter Intelligence feature that filters genuine candidates from a large number of applications. Thus, helping you save time and speed up the hiring process. You also get to use a relevancy score to filter and shortlist legitimate applicants.

    Besides, Jobsoid allows you to collaborate with your hiring team and cross-check candidate details with references from a single dashboard. Furthermore, Jobsoid allows you to complete all of the previously described procedures, including candidate verification, document gathering, and video screening as well.

Apart from the warning signals that come with fake candidates, rely on your judgment and expertise to make an informed hiring decision. Sign up for a free Jobsoid account today to make your efforts even easier!

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.