Does Your Candidate Tell The Truth?

The fact that graduates embellish the CV is not uncommon. One adds a little extra to appear as a little more interesting to stand out from the crowd. However, certain candidates choose to go further and then it becomes a problem, both for us who are to recruit and for those who claim to have competence in areas they do not have at all.

The report in Thailand is showing that about 60% of those who work with recruitment find that candidates provide incorrect information about themselves during the recruitment process. The same report also shows that 4 out of 10 recruiters in one or more cases choose to cancel the process with a candidate after incorrect information has come up after the background check.

Below are some areas where it is the most popular to cheat with the CV and how to discover and reveal them.

Knowledge and experience

During a screening process for any position, you will see on the CV with endless lists of niche knowledge and varying levels of experience. Studies show that in these areas it is most common for candidates to add extra.

Sometimes it can be difficult to look through the lies, but you can get help from a copywriter or a programmer to confirm or dispel the facts in a resume. One can also ask the references to describe the candidate's tasks and ask questions about behavior (can you tell about a situation or event where…) based on the skills and competencies the candidate has stated.

Education

There are several who lie about their education than one might think. The combinations can be many, for example, one indicates that one has taken the exam when one has only taken some subjects, or that one has studied at another university than one has. It is easy to buy fake diplomas online and that does not make matters any easier. Fortunately, this is one of the easiest to reveal, since a study result is public information. Obtain the documentation or diploma directly from the institution.

Payment

It also happens that you want to decorate your old salary a little to gain an advantage in the wage negotiations with a new employer. If you suspect that the candidate is lying about his previous salary, you can spend some extra time with the candidate and discuss this. At the same time, salaries from the previous employer should not control what the salary of new work should be. Here it is important to find out what the right market salary is and offer it.

References

It is common for the candidate to present some references that you can contact. Then you usually get the reference's contact info in the form of a phone number. But how do you know that the number belongs to the candidate's previous boss and not a friend of his? A simple tip here is to call the company directly and ask them to get in touch with the sponsor.

Another option is also that you, the recruiter, choose the references. But be careful about the references. The candidate may not have assumed that he/she is seeking a new job. You should, in any case, ask the candidate if you can make references from x and y. If the candidate does not want it then you can ask why and the answer to this can be very interesting.

Employees are expensive, and especially if there is no optimal employment. Therefore, it may be worth adding some time to checking the candidate's CV to make sure that the candidate is as good as she/he says.

Hope that the tips above can help in identifying those who do not have clean flour in the bag. Good luck!

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