A few weeks ago I shared a few tips on finding the right employee. Today, I came across an article on résumé fraud, otherwise known as CV fraud, and thought I’d share this information with you. The best way to fight CV fraud is by asking how thorough your hiring process is. If you’re only going off the interview and reference check technique, you may want to consider exploring more robust options. But even then, most background check services don’t help verify a person’s credentials and focus on tracing a history of bad credit or criminal activity. Here are a few steps you can take to make sure you are hiring the person you believe to be hiring.
The Background Check
When performing a background check, it is important to do so legally in accordance to the U.S. Fair Credit Reporting Act. Make sure your hiring process includes using a licensed consumer reporting agency or employment screening service to ensure the candidate’s information is protected and that potential claims are subject to dispute resolution. As specified in the Fair Labor Standards Act (FLSA), employers are not allowed to disqualify a candidate based solely on the information retrieved from a background check. Note that rules concerning background checks vary based on federal, state, local, and job-specific laws.
Employment Eligibility
Employers must have potential employees complete an I9 form once offered employment to verify the person’s identity and eligibility to work, regardless of citizenship status. Refusing to hire someone because the documentation provided is to expire can be considered illegal discrimination. If you decide to hire a person whose documentation is to expire, make sure you are both aware that a new I9 form must be completed once the employee’s documents are renewed. If the documents expire, they are no longer able to work legally.
The Credential Verification
Unfortunately, US background reports do not help verify a candidate’s credentials. You can, however, find agencies that specialize in verifying credentials in your particular industry or area of question.
The Personality Assessment
Many employers and large companies are now implementing personality assessments in their vetting process. Though such assessments are widely considered to be the least effective, they have been found to work best when combined with other measures such as cognitive ability or integrity tests. Ideally, these tests are meant to help you find the employee who has the behaviors and problem-solving patterns that will fit in with your company culture and the position in question. Many employers use less obvious assessments within the interview process by asking the candidate to provide solutions to particular dilemmas.
Questions You CAN’T Ask
It’s estimated that more than 33% of hiring and human resource managers are not up to date on legal hiring protocol. When conducting an interview, make sure to stay away from questions regarding religion, politics, race, age, disability, family and children, financial status, or habits like smoking or drinking. The best way to avoid accusations of discrimination is by making sure you are up to date on legal interview protocols.
Depending on the skills necessary of your employees, you may need to incorporate additional measures. Pre-employment background screening is the single most cost-effective, due diligence tool available to employers.
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