Candidate fraud happens more often than you think. You don’t need to look far to find several examples in the media of senior-level candidates being caught out or even jailed for lying on their CV or faking their own references.
Xref monitors for any unusual activity during reference checking and, over one 12 month period, detected more than 7,000 cases of potential fraud. It was also revealed in our Recruitment Risk Index research that 71% of jobseekers will admit to exploiting flaws in the traditional reference checking process, while 42% admit to deliberately lying to a potential employer.
"Since implementing Xref we have had four potential fraud cases detected, some of which were for senior, GM-level roles, and one applicant was withdrawn from the recruitment process as a result." Solotel
The cost of a bad hire
1. The actual cost
The time spent going through the hiring and onboarding process can be valuable in terms of the insights gathered about new hires but all too often it is wasted on candidates who are eventually deemed unsuitable for the role. According to the latest National Salary Survey from the Institute of Managers and Leaders (IML), the cost of attracting, hiring and training a new staff member in Australia is, on average, $22,135. So, getting the hiring decision wrong can have a significant financial impact.
2. Reputational damage
It is important to consider the potential damage and lasting impact a bad hire could have on the reputation of a business. If the public gets wind of a company hiring someone who isn’t actually qualified or doesn’t have the experience they say they do, for example, a hospital hiring a ‘doctor’ who has never been to medical school, then it can be incredibly difficult to regain trust.
3. Workplace culture and morale
Letting a fraudulent hire slip through the cracks can have a detrimental impact on workplace culture and staff morale. Employees around them who are affected by their lack of the right skills or experience will begin to question how that person was able to land the role in the first place.
Finding the fraudsters
Tip 1: Ask a third party
One of the most effective ways to catch people out is by conducting reliable and insightful references, as you’ll have the opportunity to cross-reference the skills and experience candidates speak about in their interview with their previous managers. By asking the right questions in a reference check, you can learn a lot of valuable information about your candidate that will help you make a more informed decision.
Tip 2: Let tech help you out
Recruitment technology has a great role to play in collecting useful data and can help you to eliminate the risk of human error throughout the hiring process. The Xref platform has a built-in tool for potential fraud detection that monitors candidate and referee actions for any unusual activity during the reference check. Xref has the ability to crosscheck where the candidate and referees are when they access the platform, monitor what devices they use and keep track of the times at which they carry out a step in the process. Xref will flag any suspicious activity so that the employer has all the information they need to take the matter further with either the candidate or referee, before making a more informed decision about how to proceed.
"A candidate had informed us that her referee was overseas but Xref flagged with us that the reference had been completed from the same IP address as the candidate. Given this, there was no doubt that the reference had been completed fraudulently."
- Sharon Henderson, Partner, Legal People
Don’t take the Risk
Traditional reference checking methods rely a lot on guesswork. It’s not worth taking chances just to end up hiring a fraudster. Let Xref take care of the detective work, automating the process so you don’t need to worry. Get in touch today to find out how we can help you hire candidates who are who they say they are.