However, a promise is just empty words when you do not have the right workforce to deliver it, to not only delight your clients but to also maintain and uplift your shareholders’ interests. After all, the leader cannot be present at the end of every communication channel and it is their employees who represent the company brand and that of its leaders.
What if the wrong hire is destroying your brand image?
Recruitment has moved beyond borders and is hiring employees from all corners in order to fulfill the brand’s global and cultural aspects. In the pursuit of a low cost advantage, company’s conduct recruitment from their overseas offices as there is a probability of better talent.
Therefore to acquire quality and retentive talent is the main goal of every company. Further, to supplement this process, recruiters have come up with varying and effective strategies like live interviews (online/video interviews), digital/video CVs and assessments. These technological innovations have ironed out the geographical and time zone barriers from recruitment processes. However, they have not been triumphant in providing a basis for authenticity.
How can one rely on the candidate’s claims over the internet?
Can any recruiter without a shadow of doubt say that they can hire on the basis of a successful interview without worrying about potential liabilities?
As the spread of recruitment services has gone global, so has the spread of corporate frauds and espionage. Cases of cybercrime and data theft are also the by-products of an exemplary technological infrastructure that we enjoy today.
Moreover, if we were to think logically then the chances of a global candidate misrepresenting their information are much higher than the domestic ones, for one reason that companies do not have profound knowledge of the education structure/institutes of other countries and are definitely not well-versed with the civil and criminal proceedings as well, due to the fact that it is not their core area of specialisation.
Recently, an international client encountered with a devastating scenario of employing a graduate who furnished documents of “Pennsylvania University” instead of “University of Pennsylvania” – a minor error which actually caused the employer a loss of approximately 100 USD (excluding overheads incurred), on further investigating such discrepancies were found in 0.75% of the annual hires which is a large amount.
The misrepresentations ranged from forged degrees to hiding previous criminal prosecutions and also identity frauds. Now if the foundation of an employee is false then it would neither take them an extra effort nor cause them any harm to bad-mouth your brand to a potential employee or client. Additionally, their fundamental objective has been to simply get a job not make a career so client servicing would not even figure in their list of priorities.
A centralised recruiting process needs to be accompanied by a centralised screening process. As the primary stages of recruitment processes are screened via video interviews, in a similar fashion, the pool of applicants need to be authenticated prior to their shortlisting.
The overall discrepancy rate in the last five years has been 20.11%, implying that one in five jobs the applicant furnishes false information. Thereby raising concerns for employers and recruiters and hinting towards an urgent need for strict measures to avoid the same. With efficient search tools and social media, it is hard to believe that anyone would dare to falsify their credentials and information but a close look round and numerous cases of discrepancies would come to light especially in the case of newly hired employees. Also a lack of stringent policies around employee background screening adds fuel to fire.