Candidates may engage in various fraudulent practices to gain an unfair advantage in the hiring process. This is set to become more prevalent in a scenario where mass layoffs and hiring freezes are in place. Candidates will get more desperate to secure the few jobs that are open in the job market The onus rests with the recruiters to spot these malpractices. More often than not, recruiters are limited by their own human abilities to spot these malpractices and should adopt new technologies to avoid hiring the wrong candidates which can have disastrous results for organizations and their related business goals
Let’s look at a few of the fraudulent practices that are prevalent in today’s times and what’s being done to counter these.
Candidates may provide false information regarding their educational qualifications, degrees, certifications, or professional memberships. They may create fake documents or exaggerate their achievements to appear more qualified for a position. Candidates may invent previous job titles, positions, or employers to enhance their experience. They may create fictitious roles or inflate their responsibilities and accomplishments to seem more desirable to employers.
Recruiters conduct comprehensive background checks to verify the accuracy of the information provided by candidates. This can include verifying educational qualifications, employment history, professional licenses, and certifications. There are companies that provide background-checking services which are used by recruiters extensively. Ritehire Recruit has developed capabilities that capture the candidate’s facial image and validates the same with their social media profile & Video consent at the time of the interview. Delivering on speed and accuracy of candidate authenticity.
Recruiters also gain insights from previous supervisors, colleagues and peers which can help validate the candidate’s claims of skills, performance & experience. Candidates may provide false contact information or use friends or family members as references instead of legitimate supervisors or colleagues. Recruiters need to validate these references by using the social media profiles of the references given and asking probing questions to the references about the candidate’s skills and tenure.
Candidates may copy content from other resumes or online sources & claim it as their own. This practice allows them to claim skills, experiences, or achievements they don’t actually possess.
Recruiters administer skill assessments and tests that provide objective measures of the candidate’s knowledge and skills. These assessments help to identify discrepancies between claimed qualifications and actual capabilities. There are multiple ATS services today that have these skill assessment tests integrated into the interview process. But these have also been found to be falling short in detecting candidate fraud.
One of the outcomes of the pandemic is the rise of remote interviews especially in the initial stages. This has thrown up many new fraudulent practices in the recruitment process. Candidates may get another person to take the candidate’s place during these skill assessment tests & live interviews. Candidates may resort to cheating during pre-employment tests, aptitude assessments, or skill-based exams. They might collaborate with others, use unauthorized materials, or employ technology to gain an unfair advantage. Instead of participating in a live video interview, candidates may submit pre-recorded video responses. This allows them to carefully craft their answers, retake as needed, and present a more polished image than they would in a live interview. Candidates may use hidden prompts or notes to cheat during the remote interview. They may have written notes or prompts displayed off-camera or use digital tools to provide answers discreetly. Candidates may secretly collaborate with others during the remote interview. They might have someone off-camera providing them with answers or cues, helping them appear more knowledgeable or competent. Candidates may secretly browse the internet or use search engines to look up answers to interview questions or gather information relevant to the position. This allows them to provide more accurate or impressive responses.
Recruiters have access to services by many ATS providers which mitigate these risks of malpractices to a limited extent. ATS service providers have developed their own platforms for conducting screening interviews. These platforms prevent candidates from switching between different windows. Some of them ask the candidate to do an environment check to make sure no third person is in the room. But this turns out to be a futile exercise as it can be easily circumvented once the interview begins. There are also proctored video interviews which ensure only the candidate is present in the camera frame at the time of the interview. but have proven to be ineffective in detecting another person’s presence in the room who can assist the candidate by way of prompts or voice assists and even answering on behalf of the candidate and the candidate lip-syncs the answer. Recruiters need to pay attention to the audio-visual synchronization of the candidate during the interview. They need to observe whether the candidate’s audio and video are in sync. Lip-syncing issues may manifest as a delay or mismatch between the candidate’s spoken words and the movements of their lips. Recruiters also need to be vigilant for other non-verbal cues that may indicate lip-syncing. Paying attention to the candidate’s facial expressions, eye movements, and body language checking if their expressions align with the words being spoken or if there is a lack of natural synchronization between their facial movements and speech is a very challenging task and many recruiters are not able to do this kind of monitoring while also assessing the quality of the responses to the questions posed. Candidate vocal impersonation according to many reports is emerging as the single biggest malpractice resulting in wrong hires in an organization that disastrous outcomes for many organizations.
Hence the need for lip sync detection technologies has emerged as the best tool to weed out candidate malpractices during the interview process. With fraud candidates infiltrating the recruitment funnel going to 15%, Candidate impersonation is a menace that can be weeded out using Ritehire Recruit. It uses a combination of Behaviour Science, Applied mathematics & AI tech to detect candidate vocal & facial impersonation. It also validates the candidate’s identity by capturing the photo on the c.v, if prsent during video interviews at the time of giving video consent for the interview. RiteHire Recruit solutions can be used as a check against candidates’ physical and vocal impersonation.
RiteHire Recruit’s AI-powered SaaS solution is the world’s only lip sync-based tech that can detect candidate vocal malpractices. It delivers an astounding 96% accuracy when it comes to fraud detection & malpractices. RiteHire Recruit’s solutions can help you sidestep the dangerous mines of wrong hires
