Hi friends,
Greetings! I am facing a problem currently in our firm; I am looking for your ideas to help me out in facing this problem. The problem is all about fake profiles with fake experience.
As an HR professional, how can I identify fake profiles? Of course, I am able to distinguish between fake and real experience based on my own experience. However, the employees who are more experienced than me are handling this in a more professional manner.
Seniors, I am seeking your ideas to improve my methods and perform my job more effectively.
Regards, Avani.
From India, Hyderabad
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Greetings! I am facing a problem currently in our firm; I am looking for your ideas to help me out in facing this problem. The problem is all about fake profiles with fake experience.
As an HR professional, how can I identify fake profiles? Of course, I am able to distinguish between fake and real experience based on my own experience. However, the employees who are more experienced than me are handling this in a more professional manner.
Seniors, I am seeking your ideas to improve my methods and perform my job more effectively.
Regards, Avani.
From India, Hyderabad
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Hi,
Before appointing, conduct reference checks of the candidate. Ask him/her questions about HR such as what is meant by sourcing candidates or how they would interview a senior-level person, etc. (sort of HR-related questions).
Provide some situations in the office - peer conflicts, union issues, employee engagement issues. Ask the candidate to give practical solutions for the above issues and inquire about what he/she would have done in such a scenario. Through the answers, you can easily assess if the person has past experience, has handled HR matters/issues, and is a confident and capable individual.
Take a written test, a simple one. Ask him/her to define certain HR terms, inquire about the things and questions they would ask in an interview, explain what the recruitment process entails, and elaborate on what is meant by an HR Generalist role, etc.
I hope you understand what I am trying to highlight in the comments above.
During the interview, you can assess the candidate based on the answers given, their confidence, and body language. One can create a very appealing resume, leading us to believe in it, but the interview process will reveal all.
What do you think?
Please let me know.
Ambika Kamath
From India, Mumbai
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54Before appointing, conduct reference checks of the candidate. Ask him/her questions about HR such as what is meant by sourcing candidates or how they would interview a senior-level person, etc. (sort of HR-related questions).
Provide some situations in the office - peer conflicts, union issues, employee engagement issues. Ask the candidate to give practical solutions for the above issues and inquire about what he/she would have done in such a scenario. Through the answers, you can easily assess if the person has past experience, has handled HR matters/issues, and is a confident and capable individual.
Take a written test, a simple one. Ask him/her to define certain HR terms, inquire about the things and questions they would ask in an interview, explain what the recruitment process entails, and elaborate on what is meant by an HR Generalist role, etc.
I hope you understand what I am trying to highlight in the comments above.
During the interview, you can assess the candidate based on the answers given, their confidence, and body language. One can create a very appealing resume, leading us to believe in it, but the interview process will reveal all.
What do you think?
Please let me know.
Ambika Kamath
From India, Mumbai
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Hi Ambika Kamath,
Thank you very much for your reply. I am currently addressing the points you mentioned regarding recruitment. While HR is effective in recruiting candidates, there is an issue with candidates possessing technical skills.
To be honest, these candidates excel in technical skills as demonstrated during the technical rounds. However, during our third-party background check, the results were negative.
As an HR professional, how can I identify and select only genuine technical profiles?
I look forward to hearing a solution to this challenge.
Regards,
Avani
From India, Hyderabad
Acknowledge(0)Amend(0)
Thank you very much for your reply. I am currently addressing the points you mentioned regarding recruitment. While HR is effective in recruiting candidates, there is an issue with candidates possessing technical skills.
To be honest, these candidates excel in technical skills as demonstrated during the technical rounds. However, during our third-party background check, the results were negative.
As an HR professional, how can I identify and select only genuine technical profiles?
I look forward to hearing a solution to this challenge.
Regards,
Avani
From India, Hyderabad
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