The emergence of remote and hybrid work models as the new workplace normal has created both opportunities and obstacles for employers. One obstacle, during the talent acquisition phase in particular, became a major hurdle in 2021: The fraudulent resume. In fact, according to CareerBuilder, 3 out of 4 hiring managers say theyfound fraudulent claims on a resume.
Why candidates are presenting false facts on their resumes
It doesn’t come as a surprise to find that the last 24 months took a huge toll on global jobs. In fact, a recent report by the UN’s International Labour Organization (ILO) finds 225 million full-time jobs were lost globally in 2020 – that’s a number approximately four times greater than the number of jobs lost during the 2009 global financial crisis.
With these numbers, it also doesn’t come as a surprise that employers and staffing agencies are noticing an increase in the number of fraudulent resumes they’re receiving – even amid a time where individualsare re-evaluating work priorities.
How to spot a fraudulent resume: Common resume red flags during talent acquisition
Employers and staffing agencies can perform reference checks and social media audits, yet the information below will help you drill down into resumes to spot the red flags that dishonest job seekers put up.
Lack of locational details
It’s common for fraudulent resumes to lack identifiable location details or include only vague descriptions of previous job requirements. This means any details like the candidate’s full address or locations of the organizations the candidate claims to have worked with.
Are there organizations listed that have no known brick and mortar office location before the pandemic? If the candidate is listing only remote opportunities, you may want to dig into the physical office locations of these roles or projects.
No last name
If the candidate does not list his or her last name on their resume, it could indicate that he or she does not have the skills and experience they claim, and if the full name is searched online or in an ATS, it would not produce the real candidate in the results.
Lack of a LinkedIn presence
LinkedIn is the world’s largest professional networking platform, and if your candidate isn’t on it, there may be a reason. And one of those reasons may have to do with the fact that he or she does not want to publicly list a work history that does not exist.
Similarly, if your candidate does have a LinkedIn profile, but their work experience listed doesn’t align with what’s written on their resume or they lack connections from the organizations they claimed to work with – this also may indicate counterfeit claims.
Education dates or employment gaps
The candidate lists an accredited university or professional designation program; however, there are no dates associated with a graduation or completion date.
“Job hopping”
When sourcing for mid-level roles and above, a candidate’s employment history should demonstrate steady career progression toward greater responsibilities from previous positions. Resumes that show frequent job changes (multiple jobs in similar roles lasting only a few months) should ring alarm bells over commitment, dedication, or performance issues.
Only one big client name and unknown companies
Often, fraudulent resumes will have one big brand client listed in their work experience section and then include several smaller or unknown organizations as well. This is one of the reasons why it is so important to conduct thorough reference checks before extending an offer.
Not in the Applicant Tracking System
If a candidate’s resume states that he or she has been engaging in contract work in Canada or the United States for years, yet you can’t locate him or her in Bullhorn or another Applicant Tracking System, it could be an indicator that the candidate has never worked in North America.
A recent study finds that 78 per cent of candidates will be dishonest on their resume; however, highly trained recruiting teams should be able to spot the red flags before feeling the effects of a bad hire.
Strengthen Your Hiring Process by Spotting Resume Red Flags
Strengthening your hiring process starts with learning how to spot resume red flags before unqualified candidates advance too far. An effective review process requires more than just scanning for keywords; it calls for a careful evaluation of patterns in personal details; work history, job titles, and career progression.
Hiring managers should also be cautious of a resume or cover letter that is too polished or overly generic. As AI-generated resumes become more common, recruiters may come across applications that appear grammatically perfect but lack the kind of personalized, context-specific detail that signals real-world experience. This kind of resume padding often shows up in vague descriptions of previous positions, ambiguous job titles, or overly broad skill claims that don’t reflect the requirements outlined in your job description.
When employment history lacks progression or doesn’t align with the demands of your open position, these resume red flags should already be on your radar. If a candidate can’t provide satisfactory answers to natural follow-up questions, it shows that they are unlikely to be right for the role.
By refining your ability to identify these early indicators, your team will streamline the hiring process and focus its energy on candidates who genuinely align with your business needs.
The Voice of Talent: Return to the Office Report
Procom recently surveyed over 1,000 knowledge workers to discover how and where they prefer to work as offices re-open across North America.
The Voice of Talent Report offers actionable insights into what workers expect in relation to mandatory vaccinations, remote work preferences, The Great Resignation, COVID-19 safety measures and more.
Access your complimentary copy to discover how to attract talent in 2022:
