Look who is fudging
their past
Candidates
with fudged resumes don’t just hurt productivity and efficiency, but can also
prove to be criminal threats
Companies
looking to hire employees should expect to find that one in every five resumes
that they receive has been fudged. And while catching these fake applications
is the hallmark of a good human resource (HR) professional, things can get
complicated when dealing with large volumes, which could lead to inadvertent
slip-ups in due diligence.
What is
more, productivity and efficiency may be at stake when employees with false
credentials are hired, but an even bigger concern is unscrupulous elements
getting their foot in the door to commit data theft or cyber crimes.
Companies
holding sensitive patents or confidential data, in particular, have the most to
lose, with their image and business prospects undermined by malicious
job-seekers.
“Today we’re
even seeing a lot of issues in terms of organized crime, or terrorism, or money
laundering. The risks now are becoming more serious. Maybe five or seven years
ago, when a particular candidate — because he was not well or for whatever
reason — manipulated a particular document, it’s just to get a job. But today
none of us are sure, it could even be illegal immigration,” says Nipa Modi, Head
– HR Services at CRP Technologies India Ltd, a leading risk mitigation
consulting and solutions provider.
CRP Technologies
said a lot of clients are not satisfied with just a standard background check
and want prospective recruits’ antecedents to be comprehensively investigated.
“It really
started with the 9/11 terror incident in the US. Before that, companies in
India, whether MNCs or India, would say, “‘I recruit someone with my own
reference, I really don’t need to know where they come from, I trust them’.
After 9/11, the US clients really insisted that their IT partners need to make
sure they do a background check,” she said.
“There have
been incidents that have happened before regularly, every quarter you’d see
something or the other. In hotels as well, the terrorist attacks that happened
(in Mumbai), there’s still a huge question mark over whether employees were
involved, because the terrorists had so much information, the maps of the
hotels as well. Now a lot of hospitals are going for background checks too,”
she adds.
In addition
to the standard process, CRP Technologies also uses a database to weed out
undesirable job-seekers. The firm also looks through potential recruits’ blogs
and posts on social media Websites, such as Facebook and LinkedIn.CRP Technologies
has on-ground investigators to dig up more information on job candidates.
“Whether the
economy is booming and jobs are aplenty, or it’s a little weak and jobs are not
aplenty, you will see that candidates try and manipulate data to fit the
particular profile or role they want in a company. And today, technology has
made it very easy, whether it’s qualification certificates or even experience,”
says Modi.
A white paper brought out by CRP Technologies
highlights some interesting statistics, the maximum discrepancies are in the
BPO sector, because the candidates who typically join won’t think much about
manipulating a particular document, because for them it’s about getting a job,”
says Modi. “I don’t think they realiseit’s such a huge integrity issue.”CRP Technologies India Ltd - Introduction
CRP Technologies India Ltd
CRP Technologies India Ltd
CRP Technologies India Ltd
CRP Technologies India Ltd Limited
CRP Technologies India Limited
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