Hi All,
Can anybody guide me how to know that profile is fake..
While sourcing resume from portal we come across with numbers of resume but how to differentiate which all are fake and which all are genuine
It will be gr8 if somebody will help me.
Regd,
Purnima
From India
1Can anybody guide me how to know that profile is fake..
While sourcing resume from portal we come across with numbers of resume but how to differentiate which all are fake and which all are genuine
It will be gr8 if somebody will help me.
Regd,
Purnima
From India
Dear Purnima,
the challenge what HR and industry is facing. Where as, It is tough to make out it just by screening resume. We can find out during the interview or with a discussion.
Few thoughts on this post:
1. Recruiter must have knowledge on major companies undergoing projects. In other way recruiter must have clients list of every company. so that can screen the clients in the resume respect to the company where candidate is working.
2. Educational candidature: what is experience, what is age, what is qualification and passed out years.
3. Project description can also useful some times.
Where as with a cancall can make out at least 30% of his candidature.
Regards,
Shiv
From India, Bangalore
the challenge what HR and industry is facing. Where as, It is tough to make out it just by screening resume. We can find out during the interview or with a discussion.
Few thoughts on this post:
1. Recruiter must have knowledge on major companies undergoing projects. In other way recruiter must have clients list of every company. so that can screen the clients in the resume respect to the company where candidate is working.
2. Educational candidature: what is experience, what is age, what is qualification and passed out years.
3. Project description can also useful some times.
Where as with a cancall can make out at least 30% of his candidature.
Regards,
Shiv
From India, Bangalore
Dear Purnima,
You can also concenterate on the years in every organization they have worked and ask for professional references and do background checks. They are the best tools to differentiate between fake profiles and original ones. Apart from that when you interview them you can ask them out of the blue questions which would have an obvious honest answer.
From India, Mumbai
You can also concenterate on the years in every organization they have worked and ask for professional references and do background checks. They are the best tools to differentiate between fake profiles and original ones. Apart from that when you interview them you can ask them out of the blue questions which would have an obvious honest answer.
From India, Mumbai
Hi Purnima,
This is one of the major problems faced by the recruiters, esp IT industry. I was working in one of the top IT company as a TA lead. I used to use these simple techiniques:
Warm regards
Deepthi
From India
This is one of the major problems faced by the recruiters, esp IT industry. I was working in one of the top IT company as a TA lead. I used to use these simple techiniques:
- Check the project, some projects such as hospital maintenance or HR systems are not taken up by major players
- If the employee has been working on contract check the consultancy who gave the payroll and the duration for which hr/she had been working there (since most of the IT organizations take contract employees on roles max within a year)
- During the preliminary t-con with the candidate check the fluency and ask some questions regarding the current company its HQ, branches, revenue etc (Small & Medium company employees will be well versed with this since they have to impress the recruiter and yes their family members)
- Try making a list of companies or consultancies which are known for giving fake experience verify them and put up a list of blacklisted companies (we used to get the list from the background verification team)
Warm regards
Deepthi
From India
Dear Deepthi and Purnima,
Deepthi you have sighted good things. But can we talk about cost that it can incur to the employer?
Suppose purnima is from IT industry, now lets say they need people on the contract basis.
If that is the thing and purnima's organization finds out that they need around 15 contract employees.
They start the procedure as you say, back office verification and profile check and all.
Now, it has to be done for every individual and it might take a lot of time and cost of the company to do so.
Instead of this, HR of Purnima's organization can work up another solution as follows:-
If the company needs 15 employees on the contract basis sort of source and call about 100 people in the span of 5 days out of which there will be atleast 25 people who might make your day.
Now out of this sort out 20 candidates for round 2 on 6th day. Short list 15 candidates and have a formal HR round with them and keep other 5 as back up out of 20 so that any cancellation/unacceptance of offer takes place we are in place to take candidate from that 5 person lot.
This means our 15 candidate requirement will be ready on 8th day, and you can call them to join on the very next day.
This process is fast, efficient and cost effective. One of the most prominent way in which recruitment is done.
I hope this will help us find things out clearly and with more effectiveness which will reduce forged resume and fake candidates.
From India, Madurai
Deepthi you have sighted good things. But can we talk about cost that it can incur to the employer?
Suppose purnima is from IT industry, now lets say they need people on the contract basis.
If that is the thing and purnima's organization finds out that they need around 15 contract employees.
They start the procedure as you say, back office verification and profile check and all.
Now, it has to be done for every individual and it might take a lot of time and cost of the company to do so.
Instead of this, HR of Purnima's organization can work up another solution as follows:-
If the company needs 15 employees on the contract basis sort of source and call about 100 people in the span of 5 days out of which there will be atleast 25 people who might make your day.
Now out of this sort out 20 candidates for round 2 on 6th day. Short list 15 candidates and have a formal HR round with them and keep other 5 as back up out of 20 so that any cancellation/unacceptance of offer takes place we are in place to take candidate from that 5 person lot.
This means our 15 candidate requirement will be ready on 8th day, and you can call them to join on the very next day.
This process is fast, efficient and cost effective. One of the most prominent way in which recruitment is done.
I hope this will help us find things out clearly and with more effectiveness which will reduce forged resume and fake candidates.
From India, Madurai
Hi purnima,
Your query to verify the genuine and fake CVs, the best thing is the refeence check of the companies he worked and one can eailty make out from tje presenation during the interview the candidates gives and justifies to cover up
From India, Bangalore
Your query to verify the genuine and fake CVs, the best thing is the refeence check of the companies he worked and one can eailty make out from tje presenation during the interview the candidates gives and justifies to cover up
From India, Bangalore
Dear Purnima ,
Let me tel you the Live Example :- One of my friend used to work in a small location of india as HR Manager with a Local group , she got offer from a reputed retail industry in same location for the same profile at the time of interview she cleared her knowledge skill round but the company and recruiter at that time , they were having more orientation on her companies profile her past they done reference check from current as well as past employer as well as on of the local labour law consultant as she mentioned that he used to take work from him so her reference check round was very tough .
So now you may get an idea for the same.
Regards
Shine:icon10:
From India, Bhopal
Let me tel you the Live Example :- One of my friend used to work in a small location of india as HR Manager with a Local group , she got offer from a reputed retail industry in same location for the same profile at the time of interview she cleared her knowledge skill round but the company and recruiter at that time , they were having more orientation on her companies profile her past they done reference check from current as well as past employer as well as on of the local labour law consultant as she mentioned that he used to take work from him so her reference check round was very tough .
So now you may get an idea for the same.
Regards
Shine:icon10:
From India, Bhopal
Hi Friends, Mostly Fakes in contract roles while talking to candidate just ask whom he is reporting First Name and Last name and official email id helps a lot
From India, Hyderabad
From India, Hyderabad
In a single line Purnima.....KEEP YOURSELF INFORMED ALL THE WHILE.
Apart from concentrating on the nitty-gritty of the job, it helps to pay attention of what's going around in the industry you are in. And then you can use it when you need that info, like in the situation you mentioned.
And that's where CiteHR may be able to help.....to keep in pace with what's happening:-)
Rgds,
TS
From India, Hyderabad
Apart from concentrating on the nitty-gritty of the job, it helps to pay attention of what's going around in the industry you are in. And then you can use it when you need that info, like in the situation you mentioned.
And that's where CiteHR may be able to help.....to keep in pace with what's happening:-)
Rgds,
TS
From India, Hyderabad
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