Spotting Fake Resumes – Tips for Hiring Managers

Lying on resumes has been a common practice for many years, but it’s becoming more and more of a challenge for human resources professionals. New technologies help make resume cheating tools more available to a bigger crowd of people, while academic realities force a lot of people to engage in dubious practices to get the most income that they can. Here are some ways that experts recommend hiring managers maximize the chances of getting the real deal, and not an imposter.

Use Social Media.
In human resources, the use of social media platforms like Facebook and LinkedIn are catching on like wildfire. These social media platforms are a key way to check up on a job applicant. First, a lot of relevant details ‘shake out’ in the networking that people do on these platforms. Second, many job seekers are less likely to shield themselves, or falsely present themselves, on Facebook or LinkedIn than they are on a resume.

Do any Possible Background Checks.
Looking into a job applicant’s background takes time, but it can pay off in terms of avoiding bad hires. Checking references, verifying employment and residential history, and otherwise looking into that person’s past can reveal some of the most common kinds of problems that haunt hiring managers who have to face unprecedented problems after a job offer has been handed out.

Ask About Skills and Experience.
A lot of people tend to lie about what they’ve done in the past, what kinds of software programs they know, or what industry certifications or education they’ve accomplished. One easy way to get around this is by asking relevant direct questions about an industry to make sure that somebody really knows what they’re talking about. Hiring managers who can’t do this on their end can bring in established in-house experts to sit in on interviews, in order to investigate someone’s understanding of job related tasks or technologies.

Develop a Strategy.
In general, human resources departments can make a practice of conducting multiple rounds of interviews, and using more than one “point person” to analyze candidates, in order to benefit from a more balanced response. At the same time, the office can have consistent protocols in place for following up on an applicant’s assertions, whether that means following up on references, checking transcripts, or doing other background investigation, some of which needs to be authorized with additional forms. Even though it may mean more work up-front, this kind of effort supports good long-term hiring and management.

For more on the different aspects of employment and business consulting, take a look at what The Squires Group offers to job seekers and companies. Have additional questions? Contact us today!

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