With it being a candidates’ market, you might think that there would be fewer instances of job seekers and candidates lying or being dishonest during the hiring process. While that would seem to make sense on the surface, the reality is much different.
That’s because HireRight issued a report last year based upon a survey it conducted. According to the report, 85% of the 4,000 survey respondents (hiring managers) indicated that they uncovered a lie or a misrepresentation on a candidate’s resume or job application.
What’s particularly disturbing is that the percentage was 66% back in 2012. This is a clear indication that instances of job seeker dishonesty are increasing, not decreasing.
So hiring managers should definitely not relax, thinking that more candidates are being honest as compared to dishonest. Quite the contrary. Now seems to be the time for even more vigilance.
With that in mind, below are three steps for catching job seekers who are dishonest:
These are standard checks done by the employer. The hiring manager or another company official is usually the one who makes the phone calls or the inquiries.
There are two parts to a good reference check. First, confirming everything that is on the candidate’s resume, including their dates of employment, the titles they held during those dates, etc. Second, the references should be able to speak to the candidate’s character and any intangible attributes they might possess.
Many organizations utilize the services of a third-party company for their background checking, rather than trying to conduct the checks themselves. This is an additional step that helps employers properly screen candidates in which they are interested.
A background check can help to validate everything that a candidate has told a hiring manager, as well as uncover everything that a candidate has not told a hiring manager. Omitting important facts can still be considered a form of dishonesty.
#3—Comparing the candidate’s resume to their LinkedIn profile
These days, more hiring managers are checking out candidates on LinkedIn. That’s not to say that LinkedIn has replaced the traditional resume. It has not. However, hiring managers now check both before taking the next step and calling a candidate in for an interview.
The hiring manager expects the information on both the candidate’s resume and their LinkedIn profile to be the same. If it’s not, then that can constitute a “red flag.”
The problem many employers encounter is that with the market tilted heavily in favor of candidates and with more candidates being dishonest during the hiring process, the task of hiring the right person is daunting. What makes it even more daunting is if the hiring manager is saddled with responsibilities that are unrelated to hiring. That means they have limited time, energy, and effort to do what is necessary to properly screen candidates.
This is where partnering with an executive recruiting agency makes sense. Search consultants have the experience and expertise necessary—not to mention the time and resources—to properly screen candidates and save time during the hiring process.
We invite you to connect with our team today and see what The Doepker Group can do for your organization.
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