How to Write a Disruptive Cover Letter [Template & Tips]
December 19, 2024
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You’ve most likely heard of hiring fraud from a company’s perspective: leading candidates on with fake open positions to scope the market of job seekers better. However, with developments in AI, hiring authorities are now noticing an influx of candidates using AI services to exaggerate experience on resumes, manipulate interviews, and take advantage of hiring processes.
Here are some points made by leading publications on the matter:
It may be difficult to judge from a perfectly tailored resume whether a candidate is authentically portraying themselves. This is why the interview process is essential for evaluating and verifying a job seeker’s potential and genuineness.
“A good interview process should have checks and balances to eliminate both Proxy and Fake candidates.”
Some tricks candidates have up their sleeves for dishonest interviewing include earpieces, facial overlays, and even referring to fabricated resumes for assisted responses. Maria Velankanni, with Onward Path, writes that in virtual interviews there are some ques that hiring authorities should be looking out for to ensure that they’re not getting scammed by a proxy or fake candidate.
The key points Maria lists for identifying sketchy interview behavior have to do with
Entrepreneurs’ Organization with Inc.com took an interview approach to touch on the issue with the founder and CEO of Creative Alignments, Peggy Shell. She begins by explaining the increase of fake candidates and emplores those in charge of hiring and recruitment to remain meticulous in their process.
“Recruiters and hiring teams must stay on their toes, pay close attention to subtle discrepancies, listen to intuition, and be intentional about due diligence.”
Inc warns that though deep fakes are a threatening possibility, the most common scenarios include faking skills or experience, placeholders in interviews so someone else can gain employment, and joining an organization for access to company data. Even more than wasted time during the interview process, allowing a poorly vetted job seeker into your workforce could be incredibly damaging.
After first exploring the difference between “cheating” and fraudulent candidates, Dan Finnigan writes that the key difference is intentionally acting on false information vs. misrepresenting oneself. Both present a huge problem for companies.
“Hiring is a fundamental exercise in trust, and if one party is misrepresenting itself, it’s impossible to build a truly solid working relationship.”
Technical tests have been a go-to for verifying the skills of a potential candidate, but with the increased use of AI, they’re much more difficult for gauging an individual’s true abilities. Dan’s piece suggests job simulations for candidates to better review live demonstrations of task performance that allow more effective assessments of their skills.
Tackling hiring fraud requires diligence and dedication. For long-term quality hires, hiring managers and recruiters must perform proper vetting practices for resume review, interview processes, background checks, and reference screenings.
From top to bottom of the hiring process, giving each stage the attention required for evaluating candidates pays off for companies. Not only is the cost of a new hire taxing on an organization, the cost of a bad hire could result in greater losses.
It would be remiss not to use this opportunity to present the value of working with professional gpac recruiters. They put in the time and effort to carefully select and qualify candidates for hiring managers in any industry, and the process is confidential for both parties.
If you’re looking to expand your team and hiring scams are a concern, you can count on gpac experts.
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