Published On Published By Akansha
Faced with escalating instances of forged data from job applicants, organisations are hiring professional background verifiers to salvage the situation. The awareness about the significance of verification has increased among organisations.
Most employers conduct background checks on job applicants as part of the hiring process. A background check can uncover important information such as criminal records, any lacuna in education records put forth, discrepancy in employment details submitted, it also helps us ascertain an applicant’s cultural fit via social media scans.
Today background verification is not limited to sectors like IT, ITES/BPO, BFSI, and it has shown rapid growth in e-commerce, hospitality, healthcare, travel, educational institutes, automobile sector, manufacturing sector, security and staffing.
We would like to put some background verification growth rate data forth : ITES/BPO have topped the graph at 29%, followed by IT at 12% being the second highest, followed by BFSI, Security, Staffing at 11%, e-commerce at 9%, automobile, engineering and manufacturing at 7%, healthcare at 3%, education institutes and travel sector at 1%.
Here are some more details to further my case:-
• There are approximately around 7500 companies operating just to provide counterfeit education certificates, so it is not very hard to get a forged certificate/degree.
• No platform for companies where information of fraudulent candidates can be found.
• Many candidate’s cover their gaps by extending their employment duration.
• Some also falsify lofty titles to leverage higher pay.
Let’s take a look at the most harrowing problem plaguing human resources managers at work – The common discrepancies found in resumes. Some of the common discrepancies we find are:-
Dates of employment – Candidates think they’re smart and try and cover up/omit potentially negative employment situations like gaps between jobs, short-term employment or gaps after graduation.
Education – As stated above there are agencies specialising in providing counterfeit degrees and certificates. So next time you see a fancy college name stated in a resume and the candidates profile doesn’t reflect the pedigree, the alarm bells should ring in your head, it could be a fake degree. The candidate may have never attended the college or maybe did attend college, however never completed the mentioned course.
Experience, accomplishments and job titles – People often inflate previous experience, undertakings and job titles when they apply for jobs where they aren’t qualified or feel they will face hard-hitting competition.
Remuneration – Candidates pump up their stated salaries in an effort to increase their starting offers. Unfortunately, upon verification, the employers discover the exaggeration, if any.
Criminal history – Some people lie through omission of facts regarding their criminal history and background. This is a very sensitive aspect of unearthing candidates past.
In the age of an intensely competitive job market, you can no longer literally rely on visual checks of your candidate’s qualification certificates or do email reference checks on your own. Many surveys have revealed that educational qualification and work experience are one of the credentials most commonly manipulated by job applicants.
As for potential candidates reading this, who feel a little exaggeration or a little lie won’t hurt anyone! Watch out – fudging the facts can backfire! A little fibbing on your resume might not seem like a big deal when you’re applying for a low-ranking position, but you never know where your professional career will end up. A perfect example of the same is Yahoo’s ex CEO, Scott Thompson; he was under heavy fire for apparently stating in his resume to the board that he had a computer science degree from Stonehill College when he actually had an accounting degree.
An ounce of prevention is worth much more than a pound of cure! So all the managers out there, outrun these fibbers, liars and fraudsters by getting a verification done on each and every candidate you hire without fail. Minimise the adverse effects of fibbing candidates by undertaking proper candidate due diligence.