Article by our guest blogger: Jane Sandwood
A new study shows that a growing number of people are lying on their resumes. According to the report, 85% of employers caught applicants exaggerating on their application or resume. While some candidates may want to be as honest as possible with a future employer, they also want to come across as qualified for the job which may explain why some people are stretching the truth or outright plagiarizing while writing their resume. Those who already have a job history may also be guilty of faking their resume as a survey found that 26% of people under 40 admit to lying on their resume. To ensure that the right candidates land the job, employers and human resource staff should find ways to spot the fake applicants using a combination of technology and a bit of detective work. Here is how employers can weed out fake job candidates and find the best person for the position.
Use technology to scan resumes
Because today’s job market is highly competitive, most people usually embellish the information that’s already on their resume. Changing the dates of employment or adding details that would make it seem as though they’ve accomplished much during their tenure at previous jobs are just some of the common ways that people lie on their resume. However, there’s a new and more alarming trend that’s on the rise: resume fraud. This happens when a jobseeker steals content from someone else’s CV online and tries to pass it off as his or her own.
To prevent this from happening, employers should encourage applicants to submit a physical or soft copy of their resume days before the interview. Apart from checking if the candidate used a professional resume template, the interviewer or those in charge of the hiring process should scan the resume using a plagiarism software like PlagScan to find out if the content was taken from someone else’s CV. If the scan finds that the resume has been heavily plagiarized, then a call should be made to the candidate informing him or her of the results. From here, employers can easily weed out the fake candidates from the qualified applicants.
Have a face-to-face only interview policy
Businesses that outsource jobs normally do interviews online, but for organizations looking to hire the right person, it’s crucial to make sure that who you’re talking to is the same person who submitted their resume over the Internet. Phone or online calls are unreliable as someone can easily pose as the candidate just to get the job, and this is why employers should insist on a face-to-face interview policy. If this is not possible, a video conference or Skype interview will do.
Always ask for references
Some job seekers will write “references available upon request” on their resume, so employers should follow through and ask for the references’ contact details to determine if the applicant is right for the job or not. When doing a reference check, ask specific questions that would enable the person (preferably the candidate’s previous supervisor or manager) to think back to the applicant’s skills and performance. Keep in mind that it’s easy to fake a reference, so be diligent and try to connect with references on a landline at their place of work.
Through the use of technology and having a strategy in place, employers can weed out the fake job candidates and find the best people for their organization. Follow these tips to separate the fakers from the best and the brightest and to contribute to the overall success of your team.