I agree with you whole-heartedly. The problem with recruiters seem to be - they have never been employment-seekers. Regards.
From India, Delhi
1426From India, Delhi
hi, do a check at their previous jobs and insist on two references from their previous jobs. there's a problem also with resumes. from experience, when i sent a genuine resume they did not even consider me. but when i altered (only elaborating roles and responsibilities) i was offered jobs. let's try to stick to plain old honesty. it still has its own values. fudging and doctoring will work in the short run. rather than have an employee who knows nothing but has successfully cooked up his/her resume, look for a candidate who has knowledge. atleast you are aware of his limitations and can train him. another added advantage is that such a person will stick to you for some time, learn and then only move on, maybe 3-5 years. so you have continuity rather than having new employees every 6 months or 1 year.
From India, Madras
From India, Madras
Hi Mastan
as u mentioned that u r working for US staffing ,here there is one way to find out fake experiece i.e first give a call to the consultant and talk to him regarding his experience and educational back ground.most of the people who are coming from India are fake .simple identification is when they were started to USA and what is his current project ,last academic year completion date by comparing all the three we can say whether the guy is fake or not.
cheers
Ramu...
From India, Hyderabad
as u mentioned that u r working for US staffing ,here there is one way to find out fake experiece i.e first give a call to the consultant and talk to him regarding his experience and educational back ground.most of the people who are coming from India are fake .simple identification is when they were started to USA and what is his current project ,last academic year completion date by comparing all the three we can say whether the guy is fake or not.
cheers
Ramu...
From India, Hyderabad
Taz. India and Raj,
A clarification is required for both of you.
The person did not mean the same persons' resume on different job boards. Sometimes what happens is - people belonging to the same project / or a group of friends...try and copy the same resume for everyone in the team and post it on the web. I had such an experience where I found the resume of two people - in different companies though, having the same project title, same client, same kind of analysis done - and teh best part was - it was like a copy,paste..not a single comma differed. So in this case, I knew that either oif them would have copied or both of them would have ofaked their representation.
So this was the point mentioned by the person in the "Bold" statement.
Worse-case scenario, a person would have two to three different resumes of his own posted through different email addresses, but having different functions highlighted. Eg: Candidate A will have two resumes - one that highlights only his HR skills, and another resume that highlights his marketing skills alone.
More than one person can work on similar projects - but it would be foolish to believe that each them will have the same responsibility, same achievements....
Srionline:
That was a real good set of methods to identify a fake resume. This calls for a lot of pro-activeness on the recruiters end. This is what makes a recruiter perfect! Good Job - you reminded me of my basics when I joined an IT recruitment firm during the initial period of my career---thats where I learnt abt recruitment :-)
From India, Madras
A clarification is required for both of you.
The person did not mean the same persons' resume on different job boards. Sometimes what happens is - people belonging to the same project / or a group of friends...try and copy the same resume for everyone in the team and post it on the web. I had such an experience where I found the resume of two people - in different companies though, having the same project title, same client, same kind of analysis done - and teh best part was - it was like a copy,paste..not a single comma differed. So in this case, I knew that either oif them would have copied or both of them would have ofaked their representation.
So this was the point mentioned by the person in the "Bold" statement.
Worse-case scenario, a person would have two to three different resumes of his own posted through different email addresses, but having different functions highlighted. Eg: Candidate A will have two resumes - one that highlights only his HR skills, and another resume that highlights his marketing skills alone.
More than one person can work on similar projects - but it would be foolish to believe that each them will have the same responsibility, same achievements....
Srionline:
That was a real good set of methods to identify a fake resume. This calls for a lot of pro-activeness on the recruiters end. This is what makes a recruiter perfect! Good Job - you reminded me of my basics when I joined an IT recruitment firm during the initial period of my career---thats where I learnt abt recruitment :-)
From India, Madras
Dear,
As per our knowledge we have seen everywhere that only educated people is not required for project and do not think about fake resume. When u taking interview of the employee ask him about his previous contact no of employer. call them and if u have knowledge of face reading please read it clearly. if he telling you lie things he will not dare to see in your eyes.
Thanking u!
From India, Pune
As per our knowledge we have seen everywhere that only educated people is not required for project and do not think about fake resume. When u taking interview of the employee ask him about his previous contact no of employer. call them and if u have knowledge of face reading please read it clearly. if he telling you lie things he will not dare to see in your eyes.
Thanking u!
From India, Pune
Reference check could be the one way but do not entertain any Mobile number in reference, you can ask them to give landline number of the companies they were working for. Besides this pay slip is also one of the way
Regards
Nisha
From India, Delhi
Regards
Nisha
From India, Delhi
Hi Mastan, The best idea to find out the fake candidate with fake resume call up all the concerning refrences he has given. Regards, Lalitesh
From India, Raipur
From India, Raipur
Tez.india... sorry for being short in framing the sentance... But, I believed the exp HR here would understand the concept there....
However, I thank Asha Mathew for explaining the real stuff which was meant there... And this is what we see in most resumes which are posted in USA... they fake the resume and for that they need some or the other project from some where and guess what they try and copy the project from some other resume... People might argue that by rejecting n=both the resumes we might loose a good candidate, for us let it be- we cannot recruit a wrong candidate…
As a recruiter we need to update ourselves... improve the screening skills... have a complete information on what exactly is happening in the market (w.r.t our domain area)... Know the basics of technology if not coding and all. For example we work in the healthcare domain in USA and we have the complete information of the same. Like who are the major players in this field, how are they faring in their projects, what are the technologies they use, what are the projects they have already worked on… I mean all these things help you in screening the resume… and we are a CMMI L5 and there is no margin for errors…
These are the kind of things which differentiate between a passive recruiter/ a recruiter/ and an exceptional recruiter…
For us Background check is just a formality as this is the demand of our end client…
Every time I recruit a person, I keep myself in his shoes and try to pose all kind of questions to myself… then call the candidate… This is the most basic funda that every recruiter should learn… Keep yourself in the candidates shoes before you speak to him, in that way you will have a fair bit of idea on what to discuss with him…
Hope I answered all the questions… This is always a great place to get new ideas…
From India, Hyderabad
However, I thank Asha Mathew for explaining the real stuff which was meant there... And this is what we see in most resumes which are posted in USA... they fake the resume and for that they need some or the other project from some where and guess what they try and copy the project from some other resume... People might argue that by rejecting n=both the resumes we might loose a good candidate, for us let it be- we cannot recruit a wrong candidate…
As a recruiter we need to update ourselves... improve the screening skills... have a complete information on what exactly is happening in the market (w.r.t our domain area)... Know the basics of technology if not coding and all. For example we work in the healthcare domain in USA and we have the complete information of the same. Like who are the major players in this field, how are they faring in their projects, what are the technologies they use, what are the projects they have already worked on… I mean all these things help you in screening the resume… and we are a CMMI L5 and there is no margin for errors…
These are the kind of things which differentiate between a passive recruiter/ a recruiter/ and an exceptional recruiter…
For us Background check is just a formality as this is the demand of our end client…
Every time I recruit a person, I keep myself in his shoes and try to pose all kind of questions to myself… then call the candidate… This is the most basic funda that every recruiter should learn… Keep yourself in the candidates shoes before you speak to him, in that way you will have a fair bit of idea on what to discuss with him…
Hope I answered all the questions… This is always a great place to get new ideas…
From India, Hyderabad
Several steps you can take:
* have applicant completely fill out employment application and check answers against resume for differences. Ask for clarification of answers.
* prepare a set of behavioral interview questions that will probe deeply in to the character of the applicant.
* conduct two interviews with each candidate. First will be over the phone to see if you want to spend an hour + with the candidate in the first place. The second, should you have one), will allow you to compare answers with the first interview to check for consistency in answers again.
* request applicant to sign a waver that will allow you to run personal reference check with past employers
* best place to begin running a reference check is EDUCATIONAL background. This area has more untrue information than any other spot on resume.
Good Luck
Dr. Marc
PS 63:7
From United States, Calhoun
* have applicant completely fill out employment application and check answers against resume for differences. Ask for clarification of answers.
* prepare a set of behavioral interview questions that will probe deeply in to the character of the applicant.
* conduct two interviews with each candidate. First will be over the phone to see if you want to spend an hour + with the candidate in the first place. The second, should you have one), will allow you to compare answers with the first interview to check for consistency in answers again.
* request applicant to sign a waver that will allow you to run personal reference check with past employers
* best place to begin running a reference check is EDUCATIONAL background. This area has more untrue information than any other spot on resume.
Good Luck
Dr. Marc
PS 63:7
From United States, Calhoun
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