Many job seekers smartly and successfully forge resumes. But have you ever wondered, how they get away with it?
The aim of recruitment is to attract and hire talented individuals. Since recruitment is a time consuming process, human resource managers are often tempted to cut corners. Apart from rushing the process and making several other recruitment mistakes, they tend to overlook background screening. Most organisations, who do implement screening, restrict it to reference checks, which cannot always be relied upon. A good recruitment process without screening can lead to bad hires and loss of credibility. Screening helps you filter out the wrong candidates and leave you with talented ones. Here are some recruiting mistakes that justify the need for outsourcing employee screening.
1. Hiring Candidates with Exaggerated Resumes
Embellished resumes are everywhere. To secure an opportunity, candidates exaggerate information like employment history, qualifications, and skills. Being a screening firm, we come across such resumes on a regular basis. In fact, in India, our research shows a huge 17% of resumes contain misleading information. In their endeavor to attract the perfect candidate, recruiters choose those candidates with the most attractive resumes. While not all such resumes are fake, but most signal red flags. Without a screening process, hiring a so-called perfect candidate could be risky leading to loss of time, effort, and money. Outsourcing employee screening is a sure shot way to check the reliability of such resumes and prevent bad hires.
2. Relying Solely on Interviews and Not Checking References
Most firms often limit their recruitment process to sourcing candidates and interviewing them. While interviews help recruiters gauge a candidate’s potential, relying on them alone could lead to a bad hire. Candidates who forge resumes, are smart liars. They can outsmart you during the interview and get away with lies. Most firms do a basic reference checks which are not so reliable. Additionally, these checks are not conducted for all employees. While you may hire a candidate in a rush without screening, it is a big risk. Background screening assesses every detail including educational, residential, employment, and criminal. It uncovers any hidden facts that could threaten your organisation’s safety and credibility. Making screening a part of your recruitment process ensures you hire the best.
3. Selecting Overqualified & Underqualified Candidates
Sometimes recruitment is conducted on an urgency basis. In the hurry to hire a potential employee, recruiters hire those who are almost suitable for the job. On the other hand, in their search for the perfect one, recruiters end up hiring an overqualified person. Although the perfect candidate is a myth, such hires can turn out to be bad. An underqualified person who fails to prove their potential could turn out to be a wrong hire. An overqualified one could be dissatisfied and add to your turnover rate. Plus, it is possible that candidates with higher qualifications may have embellished certificates. Such hires lead to loss of time and money. Screening educational and employment details of an employee helps you find the right match for the position.
Most organisations are realising the importance of background screening in India. Still, many firms face challenges in screening, either because of the lack of resources or the huge size of business. Whatever be the issue, outsourcing employee screening can be a beneficial solution. A trusted screening partner’s expertise and digitized processes ensures you attract and recruit the best from the industry.