The Christian Science Monitor says that “More companies are using sophisticated background checks to root out lies on résumés.” What does that mean?
Well, it depends on what you mean by “sophisticated.” Most of the checking is pretty basic stuff. Here’s a quick review of some things you can do.
Start with a pre-interview phone screening. I like these because they’re a very time-efficient way to clarify facts, identify issues for the interview and get a “gut sense” of the applicant.
Not every company does it this way, but I think you should do some basic credential checking before you bring a candidate in for an interview. It’s easy to verify if appropriate professional credentials are current and check to see if the applicant actually received the degrees he or she is claiming.
If you find a problem, tell the applicant. While education and professional credentials are easy to fudge, it’s also possible that you got bad information.
Prepare for your interview. Know what you want to ask. Establish how you’ll verify competency. Some companies do a pre-employment credit check here and use the information to cross-check dates and other information on the resume or application.
Once you’ve conducted the interview, you should have an idea of whether you want to go further with an applicant. If you do, it’s time for a criminal background check and a pre-employment credit check if you haven’t done one already.
Both of those should be part of your due diligence in hiring. The entire process should verify that an applicant has the credentials and experience he or she claims. It should establish whether the person might be a good fit for your organization. And, it should help you keep your workplace safe and secure.