|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
AuthRight |
|
|
A monthly e-newsletter on Background Screening brought to you by AuthBridge Research Services Pvt. Ltd, India |
|
|
|
|
|
VOLUME I, ISSUE 4 |
|
|
MARCH 2006 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
L E A D S T O R Y The Lying Game
Candidates tend to lie more when the job market is scarce. More than one third of applicant's lie on their résumés and many get away with it. The Internet also contributes to this epidemic. It has evolved into a limitless source of information that now everyone can become just about, anyone.
The most common resume distortion involves education. False scholastic claims to academic standing and fraudulent degrees. Other typical resume falsehoods include stretched employment dates, inflated salaries, embellished job titles and duties, omitted criminal convictions and bad credit history.
While education credentials can be verified with a simple phone call to the school, work-related investigations require a little (and sometimes a lot), more sleuthing.
Questionable resumes usually come with plausible explanations that could very well be fact or fiction. To distinguish the potential candidates from the creative writers and con artists, professional recruiters follow a three-step process of detailed application forms, strategic interviews and thorough reference checks. In addition, completed and signed application forms provide employers with legal authorization to verify the applicant's work, credit and, in some cases, criminal history.
The depth of investigation required both before and during the interview is largely determined by the position the candidate is applying for.
I N T H E N E W S - N A T I O N A L
Source: The Telegraph, Kolkata January 27, 2005
Is so much attention to pre-employment checks necessary? There are no two views about it; fudging academic qualifications seems to have become a national pastime. A powerful politician has been accused of faking her academic credentials. One of the country's leading industrialists has just been discovered to be claiming a foreign management degree he did not possess
When the illustrious of the land resort to lies, can you expect ordinary jobseekers to do otherwise?
“One in four job applicants falsifies education records or credentials," says an India-based pre-employment screening.
“Once you zero in on the candidate, and upon receiving the applicant's written consent, we confirm the identity and address of the candidate; search numerous public and private records; and contact schools, universities, public authorities, previous employers, supervisors, HR departments, professional institutions and references to confirm the accuracy of the information provided by the candidate."
That's an elaborate process and is more targeted at MNCs. With more and more job applicants fudging their qualifications, firms that specialise in pre-employment screening are doing great business.
Whatever the motivation, one must accept reality: this blatant intrusion on privacy will come into existence soon. It's Orwell's 1984 in new clothes.
I N T H E N E W S - I N T ER N A T I O N A L WHAT'S ALL THE BEEF ABOUT A FEW BAD EGGS?: Negative publicity and costly litigation provide the answer
Background checks are no longer conducted on just high-level employees anymore. Understanding this increasing importance of maintaining complete personnel files with having background checks on all employees, especially after the terrorist attacks of September 11, 2001, the U.S. Food and Drug Administration (FDA) issued employment screening guidelines for retail food stores and food service establishments.
A nationally-known restaurant has learned that ignorance of an employee's criminal past cannot prevent them from expensive liability.
A franchisee claimed it should not be held liable since it was not aware of the risks a delivery driver could present.
A claim for negligent hiring is made when a person believes he or she was harmed, negligently or intentionally, by a business' employee due to that business hiring an improperly screened applicant.
While this is only an illustration of what can happen when employers do not conduct background checks on applicants, real lawsuits that have been filed and won under the theory of negligent hiring have provided costly instruction to many employers on the necessity of background checks as part of the hiring process.
|
|
|
FROM OUR PRESIDENT's DESK Background screening is being seen as a largely hyped but invasive process, though there is nothing illegal about calling or interviewing former employers, co-workers, friends and neighbors. However, there is a fine line between a thorough background check and invasion of privacy. Companies can be subject to a lawsuit for the unreasonable intrusion into the applicant's life. AuthBridge and other reputable screeners work within the boundaries of the law. Informing the applicant about the process and a signed authorization from him to that effect are common practice as permitted by law. While verifying the education of a prospective candidate we found his purported mark sheet is fake. Nothing uncommon there. It is the most common of resume` frauds. What however is uncommon is that the mark sheet submitted by another applicant for the same client is same in all respects! Let's look at another instance. Two candidates. Two relieving letters. Same company. Same signatory. But with ... Different signatures. Different address. Different style and font of the letterhead. A telephonic conversation with the proprietor of the company revealed neither candidate had ever worked there! What would you as an employer do? Are you well within your rights to take action or is it in any way an invasion of privacy? With increasing numbers of resume` frauds coming to light, it is but natural that employers need to verify the past to ensure security of the future. Ajay Trehan In the course of our background checks, our operations team encountered some alarming cases of applicant discrepancies.
• Two applicants to the same company produce duplicate marksheets with their names but the same enrolment number!! • Two applicants produce relieving letters from the same company, signed by the same person but the signatures are different, company address is different and the letterhead is different too!!
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
A B O U T A U T H B R I D G E AuthBridge, India is an upcoming, professional pre-employment background screening firm, headquartered in Gurgaon, India's services hub situated next to New Delhi. With nearly 25% resumes carrying false or inaccurate data, ensuring safe recruitment processes is undeniably high on the priority list. Companies, healthcare establishments, educational institutions all need to guard against the chances of a inapt recruitment. Background Screening is conducted for freshers, for experienced recruits, for Staff & Administration of Educational Institutions, for Healthcare Staff & Administration among others. |
|
|
This newsletter is brought |
|
|
|
|
|
|
|
|
|
|
|
|
|
Information provided on this newsletter has been independently obtained from sources believed to be reliable. However such information may include inaccuracies errors or omissions. AuthBridge shall have no liability to you or third parties for the accuracy. Completeness, timeliness or correct sequencing of information available on this newsletter or for any decision made or action taken by you in reliance upon such information or for the delay or interruption of such information. AuthBridge shall have no liability for investment decisions or other actions taken or made by you based on the information provided on this newsletter. |
|
|||||
|
|
|
© Copyright AuthBridge Research Services Pvt. Ltd. All rights reserved. |
|
|
|||