Risky hiring: avoid fraudulent candidates

Sometimes we have seen complaints on job platforms about false offers or unclear advertisements in the conditions, but also on the other side, there are false applicants or those who with a double intention seek to enter processes for specific positions.

How can organizations protect themselves from these fraudulent candidates while ensuring they hire the best talent?

The technology sector is the most vulnerable to receiving candidates who apply with dual intent. Not only wanting to give their career a boost but, access to commercially sensitive information.

Infrastructure companies could run the risk of employing people with the ability to cause large-scale damage and put corporate cybersecurity at risk, while companies in the financial sector could run the risk of losing confidential information. In any scenario, the costs could be high, not only in terms of reputation but also economically, given the penalties or sanctions that this crime could generate, even restricting the company’s ability to continue operations.

The constant advance in information technology has made the technology sector’s hiring market competitive and telecommuting has made it possible to cross borders and hiring has no limits, which in turn allows for greater demand for applications.


How to detect fraudulent candidates at the application stage?
High skills – experience in high-level companies

Fraudulent candidates often lie and make-believe that they are highly qualified, just to get an interview. We are not saying that we should doubt a person with what we consider “a good CV”, but if we find a resume with the perfect skills and companies we should reconsider. Remember, there is no such thing as a perfect candidate.

Incomplete or non-existent contact information

If there is no contact information, it’s a big deal. But when they exist partially or cannot be verified, it is something to be aware of.

Resume vs. social information

In any process, it is important to find out a little about the candidate. Reviewing their networks, mainly LinkedIn, as well as their profiles in other networks nowadays is important. There must be consistent with what you are saying in your CV.


On a second level
In-person vs. remote interviews

It is a fact that it is an advantage to have the interview remotely, mainly for those people who in a face-to-face could get nervous, but also connecting through a machine allows data or even identity to be more easily falsified. These cases have occurred, some have resorted to a third party to provide answers and are hired when in fact they do not know the subject.

Companies today must take more drastic measures to avoid these risks and reduce the possibility of candidates using external means, of course, it is easier to have a personal interview where you can review behaviors and signs of body language, but given the conditions, this option is not always viable.

Online interviews must-have components that are required such as the candidate being completely visible and in front of their computer, keeping their camera on, and in case of connection failures, rescheduling the appointment so that it can be as transparent as possible.


Background Checks

Although these checks are useful, they are only feasible to a certain extent. According to labor law, there are basic checks, but other enhanced checks such as financial and criminal background checks are also valid. Each will depend on the position applied for and the company that is hiring.


What if the candidate passed the hiring process and you suspect he or she is a fake?

Hopefully not, but if that person cleared the hurdles of the screening and hiring process you can reverse it.

– Check the official photo IDs of the candidate and other legal documents. Sometimes fake candidates can show one piece of information and immediately change it to something else.

– Consider adding an extra layer of background checks. Evaluating with the candidate how he or she is doing in the new position may be an option to get more information.

– Ask for data to find out if the answers match those previously stated.

– Test their skills through new project assignments.


Finally, we may have these options to discard the person and separate him/her from his/her duties
Access management and network monitoring

At this stage, identity and access management processes can be useful in designating access to the new employee.

Initially, access should be allowed to information that will be necessary for performance, but as time goes by the employee’s role evolves and the range of information required expands. For this reason, access rights should be reviewed periodically and removed when no longer needed.

Network monitoring systems are perfect for detecting suspicious behavior, attempts to enter unauthorized locations, and trespassing of established limits such as restricted information or downloads outside working hours.

In any case, it is always important to be alert considering behavioral indicators that can give us clues, this includes if they ask for information not related to their position and activity. Risks will always be present, even if the candidate has been interviewed in person or remotely. The important thing is to always maintain a risk management system capable of containing and reversing malicious behavior.

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