All that glitters is not gold” is a proverb by William Shakespeare that means appearances can be deceiving. Just because something looks attractive or valuable on the surface doesn’t necessarily mean it’s truly valuable or worth pursuing.

Candidate fraud is on the rise and damaging the quality of hire. According to an analysis conducted by Crosshq Data Labs as of May 2023, candidates are 3.8x more likely to misrepresent themselves during the reference checking process than just two years prior. Lying during the hiring process or providing false information on a resume has significantly contributed to a decrease in the quality of new hires. This leads to spending valuable time on recruiting, evaluating, and interviewing candidates who turn out to be unsuitable. And if that’s not challenging in itself, sometimes we end up hiring someone who can’t be trusted and is unable to meet the expected levels of productivity or even fails to perform the job adequately. This results in important negative consequences.

Furthermore, the expenses associated with recruiting, replacing, and onboarding a new employee are considerable. Not to mention, this situation also has a noteworthy impact on team morale and overall productivity during the transition period.

We want to see gold in everyone. However, sometimes in our industry, like many industries, fraud surrounds us. Apidel is committed to remaining vigilant and here is how we are working towards identifying imposters. 

Combat candidate fraud:

  1. While vetting a really important candidate for a niche role, it’s not right to just trust and move on. It will be worth the extra effort to check and recheck all important information by using network connections, social media profiles, thorough reference checks, and even verification by background check companies.
  2. Recommendations on a social media profile like LinkedIn or sources can be used to select the best and most genuine candidates.
  3. Identify gaps in the resume and ask candidates to provide reasons for gaps.
  4. Ask candidates for experience examples/samples of their work history
  5. Requesting specific details and examples regarding resume bullet points is consistently advisable. When seeking certain candidate experiences or skills, directly inquire about instances and particulars, and observe their responses closely.

Spot a fake resume:

  1. Beautified resume with a bundle of responsibilities
  2. Too lengthy resumes with responsibilities duplicating in each role
  3. Resumes with experience working with clients from the same industry to improve their chances of selection
  4. Missing educational details from the resume
  5. Resume with a non-STEM degree but breaks through a Technical Career

Spot a Fake social media profile:

  1. Incomplete or Impersonal Profile Take in the account’s overall impression. …
  2. Suspicious Profile Picture A fake LinkedIn account often uses an unusual picture and so gives itself away
  3. Generic Headline
  4. Suspicious Work or Education History
  5. Enthusiastic Messages With Links
  6. Too Few or Too Many Connections
  7. Poor Activity on social media profiles

When you are partnering with a staffing supplier, we have the best of the best leadership within Apidel Technologies led by Pradeep Talreja. His team has a keen knack for spotting the fakes. Our recruiters remain vigilant to ensure who we are connecting with and who they say they are.

In other words, the proverb “all that glitters is not gold” serves as a reminder to look beyond appearances and consider the true substance or worth of something before making judgments or decisions.

Let’s keep the conversation going. Reach out to Liz Gillespie and Pradeep Talreja to take a deeper dive into how we can ensure your recruiting experience is a smooth and safe one.