Dear All,
You being the HR persons may face the problem that i faced a couple of week before.
While interviewing the candidates for the position of software developers I found some of them suitable after they cleared the technical round with the technical heads and after clearing the technical interviews.But, When 5 of the senior developers joined I got to know that one of them is having fake experience and even if he never worked for a year. I suddenly checked the CV but it was nicely written and formatted by the resume writing experts and is really impossible to know if that is fake one.I am still with the reference checking process to detect other devils may be there with those new joinees.
can you people tell me how to detect the fake CVs while shortlisting candidates for any position.Because, you know that resume writing services are there to write good CVS and it will be too difficult to pick the fake one from a bulk of resumes.
Please suggest.
Dev P. Ray
From India, Gurgaon
2You being the HR persons may face the problem that i faced a couple of week before.
While interviewing the candidates for the position of software developers I found some of them suitable after they cleared the technical round with the technical heads and after clearing the technical interviews.But, When 5 of the senior developers joined I got to know that one of them is having fake experience and even if he never worked for a year. I suddenly checked the CV but it was nicely written and formatted by the resume writing experts and is really impossible to know if that is fake one.I am still with the reference checking process to detect other devils may be there with those new joinees.
can you people tell me how to detect the fake CVs while shortlisting candidates for any position.Because, you know that resume writing services are there to write good CVS and it will be too difficult to pick the fake one from a bulk of resumes.
Please suggest.
Dev P. Ray
From India, Gurgaon
Hi Dev,
I would suggest you use behavioural interviewing techniques - these are the best indicator of future performance on the job.
Also - insist on at least one face to face interview rather than all teleponic rounds. It would be nice if a technical round is face to face or by video-conference - budgets permitting.
The above, along with your reference checks should be able to filter the frauds. This may add to your selection time, but will save your overall recruitment cost.
Hope this is helpful. Wish you all the best.
Regards
Ryan
From India, Mumbai
I would suggest you use behavioural interviewing techniques - these are the best indicator of future performance on the job.
Also - insist on at least one face to face interview rather than all teleponic rounds. It would be nice if a technical round is face to face or by video-conference - budgets permitting.
The above, along with your reference checks should be able to filter the frauds. This may add to your selection time, but will save your overall recruitment cost.
Hope this is helpful. Wish you all the best.
Regards
Ryan
From India, Mumbai
Hi Dev,
It's really a big problems for HR people while selection of candidates. Even there are few companies which offer professional CV writing and distribution also.
In this case you may use this technique and it will definitely clean these types of fake CV holders.
You should use Application Blank before interview or while short listing candidates. To use this form please ensure the following guidelines:
1. Design an interview form based on your required information.
2. The candidate must fill the above form with his handwriting with signature.
3. If he is in your office give this form without his CV and ask him to fill it.
If you follow the above procedure, it will definitely clean all those candidates who are having fake CVs or prepared by others. This way you can filter more accurately the applicant and by the handwriting you will be able to know his various characteristics, qualifications and abilities.
If he/she is not qualified for job, you will definitely feel a big difference between his CV and this hand written form.
Thereafter, reference check is a necessary tool which we can always use for further verification.
I hope it will help you. Please confirm.
Regards,
Khalid
+971 55 790 1111
Abu Dhabi - UAE
It's really a big problems for HR people while selection of candidates. Even there are few companies which offer professional CV writing and distribution also.
In this case you may use this technique and it will definitely clean these types of fake CV holders.
You should use Application Blank before interview or while short listing candidates. To use this form please ensure the following guidelines:
1. Design an interview form based on your required information.
2. The candidate must fill the above form with his handwriting with signature.
3. If he is in your office give this form without his CV and ask him to fill it.
If you follow the above procedure, it will definitely clean all those candidates who are having fake CVs or prepared by others. This way you can filter more accurately the applicant and by the handwriting you will be able to know his various characteristics, qualifications and abilities.
If he/she is not qualified for job, you will definitely feel a big difference between his CV and this hand written form.
Thereafter, reference check is a necessary tool which we can always use for further verification.
I hope it will help you. Please confirm.
Regards,
Khalid
+971 55 790 1111
Abu Dhabi - UAE
Khalid, Ryan,
Thanks for your suggestions.
I will request all other seniors to provide their valuable suggestions . I am really struggling to recruit some people and every time I am confused with the CVS they got written from their resume writing experts.
Thanks
Dev P. Ray
From India, Gurgaon
Thanks for your suggestions.
I will request all other seniors to provide their valuable suggestions . I am really struggling to recruit some people and every time I am confused with the CVS they got written from their resume writing experts.
Thanks
Dev P. Ray
From India, Gurgaon
That's why always ask them to write their CVs infront of you, I mean while they are in your office.
Anyhow, it's very difficult to know any applicant from inside as we are human being. That's why befor selection be sure of their attitude along with their technical and functional competencies. As attitude plays a key role in development of the person and organization.
Conduct more simulation tests for screening and try to use probing approach while interviewing. You have to dig out from his inside. Conduct interview in a friendly atmosphere not in your office but on round table other than your office so that the applicant becomes your friend and start telling you all pros and cons.
Hence, for selection depending upon the nature of job and seniority of job, you have to use various types of techniques from time to time.
In addition to the above, please never forget to do reference check either before their employment or during probation period where you can take decision easily.
Best wishes and Regards,
Khalid
HR Consultant
+971 55 790 1111
Abu Dhabi - UAE
Anyhow, it's very difficult to know any applicant from inside as we are human being. That's why befor selection be sure of their attitude along with their technical and functional competencies. As attitude plays a key role in development of the person and organization.
Conduct more simulation tests for screening and try to use probing approach while interviewing. You have to dig out from his inside. Conduct interview in a friendly atmosphere not in your office but on round table other than your office so that the applicant becomes your friend and start telling you all pros and cons.
Hence, for selection depending upon the nature of job and seniority of job, you have to use various types of techniques from time to time.
In addition to the above, please never forget to do reference check either before their employment or during probation period where you can take decision easily.
Best wishes and Regards,
Khalid
HR Consultant
+971 55 790 1111
Abu Dhabi - UAE
Hi,
Its not a problem, its a monster. Anybody and everybody concerned with hr faces this prob at some point of time.
There are couple of good observations already made in preceding posts. I will give you couple of practical observations.
1. Whenever a resume look suspicious , make sure you go through the url of company mentioned in the cv. If a company is not there on the web, its most likely to be a fake company. Most of the companies , however, will be on the web but such companies will leave a trail which you can easily follow by having a careful glance.
2. Look at the address of company in web. It will mostly look like an address of a flat and not of a commercial organization. In 99% of cases its fake.
3. Ask the candidate about break-up of salary and not the CTC. Most of the candidates are likely to say, they do not remember it.In such cases, You can ask them about only the basic and PF. If its fake, they will either quote wrong PF amount or will pretend as if they don't have an idea.
4. You can also ask , who is the CEO of their companies. It is most likely that fake candidates will be caught ,off guard.
5. One thing that has worked for us in calling candidates around 10-10.30 in the morning. Most of the people , howsoever eager to leave their present company, don't want to talk at this time becoz its peak work time. Normally, a genuine guy will ask to call later but a fake guy may sound relaxed as if he has no urgency to get back to work.
6. The project that candidate has done is of immense importance, as far as IT & ITES is concerned, so one can always give a careful look. The fake projects are likely to be something like "Online ticketing system", "online music system"; something which may not look sellable in the first glance. This round of screening should ideally done by a technical fellow.
These are actually theoretical concepts, in essence, i have just tried to write it in the manner we use such techniques.
We have more of such techniques.
You can give couple of these a try, and then let us know it these are of any use.
Let's resolve to fight fake!!!!
From India, Delhi
Its not a problem, its a monster. Anybody and everybody concerned with hr faces this prob at some point of time.
There are couple of good observations already made in preceding posts. I will give you couple of practical observations.
1. Whenever a resume look suspicious , make sure you go through the url of company mentioned in the cv. If a company is not there on the web, its most likely to be a fake company. Most of the companies , however, will be on the web but such companies will leave a trail which you can easily follow by having a careful glance.
2. Look at the address of company in web. It will mostly look like an address of a flat and not of a commercial organization. In 99% of cases its fake.
3. Ask the candidate about break-up of salary and not the CTC. Most of the candidates are likely to say, they do not remember it.In such cases, You can ask them about only the basic and PF. If its fake, they will either quote wrong PF amount or will pretend as if they don't have an idea.
4. You can also ask , who is the CEO of their companies. It is most likely that fake candidates will be caught ,off guard.
5. One thing that has worked for us in calling candidates around 10-10.30 in the morning. Most of the people , howsoever eager to leave their present company, don't want to talk at this time becoz its peak work time. Normally, a genuine guy will ask to call later but a fake guy may sound relaxed as if he has no urgency to get back to work.
6. The project that candidate has done is of immense importance, as far as IT & ITES is concerned, so one can always give a careful look. The fake projects are likely to be something like "Online ticketing system", "online music system"; something which may not look sellable in the first glance. This round of screening should ideally done by a technical fellow.
These are actually theoretical concepts, in essence, i have just tried to write it in the manner we use such techniques.
We have more of such techniques.
You can give couple of these a try, and then let us know it these are of any use.
Let's resolve to fight fake!!!!
From India, Delhi
hi
it is very difficult to catch such cv's
even i work for a company who does background checks for employees but it is very difficult for us as well to identify such details sometimes easily even we do physical verification of employees.
especially in India.....
From India, Delhi
it is very difficult to catch such cv's
even i work for a company who does background checks for employees but it is very difficult for us as well to identify such details sometimes easily even we do physical verification of employees.
especially in India.....
From India, Delhi
Hi Dev
First of all I would like to apologise for the delayed reply .I work for a software company as HR ,just like you and I face this problem day in and day out.
Some wonderful tips have already been listed by Khalid and other members of this community .I would just like to add some points
Please go through their academic details carefully.Please probe them if there is a gap in their education or if there is a huge difference between their percentage of marks between 2 board exams
Please have a a careful look at their project details,speacially the time taken and the team size of a project .For example as per my experience I know a web developer takes x man-hours to complete a social networking site but if I see that he has shown it has taken 3xman-hrs to complete the site then I ask him questions on that
Ask him to describe every project in his own words and take you through the entire SDLC process from the requirement gathering stage to the implementation stage.A fake candidate will fumble and look for words while describing the project or will get nervous or evade the question.(my personal experience,views of other HR professionals are invited)
I know the suggestions I have provided are difficult to follow as most of us (HR professionals)are from Non-technical background. It doesnt mean that an HR has to know how to code in PHP or Java but atleast we should be aware about the latest technologies and the general market scenario so that the candidate is not able to take us for a ride .
Although I admit that after taking all sorts of precautions some smart people still play around with their resumes and maybe its only through such kind of open forums like Cite HR that we HR professionals can educate each other on this subject
I hope this makes sense to you
Thanks and Regards
Indrani Chakraborty
From India, Pune
First of all I would like to apologise for the delayed reply .I work for a software company as HR ,just like you and I face this problem day in and day out.
Some wonderful tips have already been listed by Khalid and other members of this community .I would just like to add some points
Please go through their academic details carefully.Please probe them if there is a gap in their education or if there is a huge difference between their percentage of marks between 2 board exams
Please have a a careful look at their project details,speacially the time taken and the team size of a project .For example as per my experience I know a web developer takes x man-hours to complete a social networking site but if I see that he has shown it has taken 3xman-hrs to complete the site then I ask him questions on that
Ask him to describe every project in his own words and take you through the entire SDLC process from the requirement gathering stage to the implementation stage.A fake candidate will fumble and look for words while describing the project or will get nervous or evade the question.(my personal experience,views of other HR professionals are invited)
I know the suggestions I have provided are difficult to follow as most of us (HR professionals)are from Non-technical background. It doesnt mean that an HR has to know how to code in PHP or Java but atleast we should be aware about the latest technologies and the general market scenario so that the candidate is not able to take us for a ride .
Although I admit that after taking all sorts of precautions some smart people still play around with their resumes and maybe its only through such kind of open forums like Cite HR that we HR professionals can educate each other on this subject
I hope this makes sense to you
Thanks and Regards
Indrani Chakraborty
From India, Pune
Hello everyone!!
Grt contribution by everyone.....its true as we can make cite hr as a platform to make each other learn so tht the candidates do not fool us by making fake resume. i am also working in an IT company as an HR and yet not got any such experience, but would be interested to know about this so that i can be alert in future.
regards
Neha Khale
From India, Bhopal
Grt contribution by everyone.....its true as we can make cite hr as a platform to make each other learn so tht the candidates do not fool us by making fake resume. i am also working in an IT company as an HR and yet not got any such experience, but would be interested to know about this so that i can be alert in future.
regards
Neha Khale
From India, Bhopal
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