Imagine you have a client who asks if you could hire his nephew for an entry-level position at your company; then the nephew spends his time on the job surfing the internet for cars to buy, lying when asked if he’s completed tasks.
A poster on Reddit describes this real-life scenario, adding, “Then he brought in all of his gaming systems into the conference room saying that clients could play them while they waited.” To make matters worse, “Two years later the client comes to us and says that he's going to have his nephew handle the work he was giving us for him / helping him start his own consulting firm. Apparently the kid lied like no other, making his uncle believe that he was helping run our company.”
Maybe you haven’t experienced a scenario quite so extreme, but what are the best ways to avoid the time and labor costs...as well as reputational damage...associated with deceitful employees or false candidate claims? Here are six best suggestions:
Simply ask applicants to be truthful when they complete an employment application
When you actually ask applicants to be honest on their application, you’d be surprised at how the accuracy of their application improves, according to LGRMAG. The publication asks, “Will this [request for honesty] magically persuade every applicant to answer every question on the application truthfully? Of course not, but your applicants will give you more truthful answers with this pitch than without it.”
Suggest the employee take a pre-employment honesty test
Honesty and integrity tests are two different forms of pre-employment tests. SHRM explains, “Honesty and integrity tests measure an applicant’s propensity toward undesirable behaviours such as lying, stealing, taking drugs or abusing alcohol.” If you are concerned about false candidate representations, honesty and integrity tests are definitely a strategy to try.
Interview your job applicant and ask proper questions
As you might imagine, interviews can be an excellent way to evaluate a candidate’s propensity towards honesty and uncover any false candidate claims. Ask about the candidate’s work history, job duties, and specifically, why they left each job in the last five years. It’s also helpful if you ask the candidate about any gaps between jobs.
Insperity explains, “Approach candidates with employment history gaps a bit differently from those who’ve been continuously employed or with the same organization for a long time,” but also reminds employers, “These gaps don’t necessarily mean that a candidate can’t do the job, so don’t pass on a resume just because there’s a gap.
Instead, focus on identifying the experience and skills that candidate could bring to your organization.”
Run some criminal record checks
The reason for running criminal background checks is self-evident: it’s the best way to establish whether your job candidate has a previous criminal record. As Zipjob explains, criminal record checks can show people’s violent offenses, sex crimes, fraud or embezzlement, and felony convictions.
Perform a credit check to evaluate the applicant’s trustworthiness
Besides a criminal background check, most employers and HR professionals do a reference check with the applicant’s previous employer; however, that may not reveal one very important thing: trustworthiness. According to NerdWallet, employers check credit “to get insight into a potential hire, including signs of financial distress that might indicate risk of theft or fraud.” Credit checks can make you aware of any tendencies towards financially untrustworthy behaviour in an employee.
Use a new, interview-free hiring solution with an on-the-job evaluation
Geekbidz is a new hiring solution that relies on job seekers ranking their skills, then using Artificial Intelligence to pair them with employers whose job posting suits their skills. This skill-based hiring solution eliminates job interviews completely in favour of an immediate on-the-job evaluation. Since it is difficult to assess false candidate claims fully in job interviews, the on-the-job evaluation helps provide a space in which to assess employees more completely, while the skill-based aspect avoids limitations with interviews, such as assuming that gaps in resumes are red flags.
Check the Candidate Thoroughly Before Hiring Them and Try a Hiring Solution that Allows an On-the-Job Evaluation
You can’t be too careful when trying to vet a candidate; but while every method of evaluation, from interviews to credit checks and criminal background checks, is valuable, nothing replaces the opportunity to observe a skilled candidate on the job before officially hiring them. While it’s important to evaluate which hiring strategy is best for you, why not try using a hiring solution that is interview-free, skills-based, and involves an on-the-job evaluation?