Effective Strategies for Preventing Candidate Fraud

Many people take an inventive approach to their job applications. Perhaps a slight exaggeration of their work experience or a creative rephrasing of their skills to help them stand out from the competition. While a white lie or two can seem harmless and enable candidates to secure their dream position, others stretch the truth beyond recognition to make entirely false claims about their qualifications, experience, and even their identity.

The pressing demand for skilled workers coupled with the remote world of work and virtual interviews has created the perfect conditions for some individuals to take advantage of, duping prospective employers into believing they are qualified for positions they are not. This is highlighted by findings from Gilder AI which reported a 92% increase in candidate fraud, between the end of 2020 and early 2021

Employers must, therefore, be ever-vigilant in their hiring practices and implement robust procedures to prevent candidate fraud and its potential legal, financial and reputational consequences on their business. This article will outline effective strategies employers and HR teams can employ to protect themselves against candidate fraud.

Background Checks

Employers should vet potential employees before hiring them by conducting thorough background checks. By verifying their employment history, qualifications, and other credentials they claim employers can assure themselves that a prospective candidate is who they say they are. 

When running background checks it is important to use a reliable and reputable service provider such as Triton Canada which is recognized in its industry for its fast, comprehensive and accurate screening solutions. 

Effective Interviewing

Where possible, interviews with potential candidates should be conducted in person. This allows an employer to verify their identity and also assess their body language which can reveal signs of deception or discomfort that may not be apparent on a virtual platform. When this is impractical, employers should arrange a video call rather than a phone call, using a two-way web camera.

By using probing questions that require candidates to offer in-depth answers about their previous work experience or employment history, in addition to competency-based tests, employers can gain deeper insights into their suitability for the role.

Leverage Technology

There are various technological tools available today that can assist employers in their recruitment efforts, and mitigate the risk of candidate fraud. By investing in digital tools such as Identity Document Validation Technology (IDVT) which can verify a candidate’s identity by confirming the authenticity of passports, identity cards, driving licenses, and other identification documentation employers can ensure candidates have the legal right to work in the country and the correct paperwork. 

Employers can also make use of software that detects image manipulation and can alert them to issues such as when a certificate has been doctored or a headshot superimposed onto another image. With a recent survey finding 64.2% of people claiming to have lied on their resume at least once,  employers can also benefit from using resume screening software which uses plagiarism detection algorithms to identify copied or falsified content.

By implementing the strategies outlined, businesses can mitigate the threat of candidate fraud, allowing them to maintain the integrity of their recruitment processes and workplace.