If you happen to have any HR friends who in recruitment domain or any recruitment consultants then you might have heard their horror stories about various fake resources that get themselves placed in the company.  A fake resource, in simple terms is the one that has manipulated the recruitment process by either using fake experience or fake certificates and in worst cases having someone else who is technically to attend interviews on their behalf and later join the company.

While it is an accepted fact that we cannot simply eliminate this practice because it is impossible to ascertain beyond a doubt about candidates past credentials and working knowledge. However, recruitment consultants and HR departments can have various measures and processes in place that can help minimize these instances in their organization.

The following are some of the steps that I have seen in practice by MM Enterprises, an Indian government authorized recruitment consultants in India where I have worked for 5 Years.

1. Scouting of Candidates – Testing the Resume: This is the time when recruiters start scouting for the right resource based on client’s requirements. In this process they take help of their own candidate’s databases and also scout for candidates through ads and their associates. During this time, the only item that a recruiter has to scrutinize the candidates is on the basis of their resumes or CV’s.  Following are some the information that is mostly found in fake candidates:

a. Personal Information Missing: It is often the case that you would find only their Email address and telephone number mentioned in the resume and they do not give a clear idea of their identity.

b.To many Skills mentioned: If a candidate claims to be an expert at C/C++, Python, Photoshop, Dreamweaver along with the advanced knowledge of oil refining process used in middle east then it’s a sure red flag and you need to be more careful while interviewing this resource.

2. First Interview with the Candidate via phone: After short listing all the potential candidates on the basis of their compatibility with the given job description by the client you schedule the first interview with the candidates and following are the things to keep in mind to minimize fake resources getting through:

a. Phone number: Please make sure the interview is conducted on the same phone number that is mentioned on the CV.

b. Tell them the Interview is being recorded: No matter if you have the technology or not, you can mention this time at the time of telephonic interview so that the candidate knows that he cannot employ a dummy at the time of F2F interview.

3.Analyzing a Fake Prospective Candidate VS a Serious Candidate: It is becoming  quite popular these days to apply for new jobs and try to receive an offer letter from the new company with the promise of joining it but only too show the new offer letter to their existing  HR department and demanding salary hikes or the threat to resign. These candidates are the hardest to make out but an experienced recruiter can easily spot these imposters based on their body language and their interpersonal skills and can help save not only their valuable time but also their client’s time.

4.The Final Interview: After you are all set to call the candidate for the final interview, please take a close note on all the following things that will help you identify a fake candidature:

a.  Mandatory Face to Face Meeting or Video Interview: Please mention it categorically that you would be conducting a F2F meeting before finalizing the position. If the candidate does not agree or gives explanations, try to validate them and if found true offer a web based video interview.

b. Photo ID proof at the time of Interview: Ask them to carry a photo ID proof at the time of F2F meeting.

c. Legal Documents: Please tell them to carry Xerox copy of legal documents like experience letter, salary slips and other details at the time of interview.

These are only some of the processes that MM Enterprises follows to ensure that all its candidates are genuine and the client gets the best talent according to its needs.

With the advent of the internet technology finding a job was never so easy. There are ample of job portals which give out information about various job openings for free. But beware not every information is true and useful. Out of the job information pool only a small chunk of information is useful according to your profile and potential, the rest is wasteful and time killing. But you never find any assistance from such job portals regarding sending you precise information. It may also be the case that you might end up falling in trap of a fraudulent job consultancy. They try to rip you off by luring you for a highly paid international job. One should be very wise and precautious while making a recruitment agency selection.

No wonder, a recruitment agency bridges the gap between employee and employer. It makes needy employer meet aspiring employee. When talking about a good and reliable source to find a right job for you, then the only answer is, go with an experienced and reputed recruitment consultancy. They are the ones who deliver out the right amount of information on right time to the right person. They filter out the information on your behalf so that they may concentrate well on your interview preparation. It is important to keep in mind that a genuine recruitment consultancy never asks for any kind of upfront payment. So, you see that it is entirely a win win situation for you. They also guide you through the entire interview procedure. They help you find relevant question type asked in the interviews, polish your interpersonal skills, analytical skills, soft skills, body language, etc. Thus, a recruitment agency is the best source to find a good job.

Good luck for your job search.

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