HR People faking their CV’s
As we are discussing about the challenge of fake CV and how one keep a check on such profiles, it becomes very apparent to discuss about HR people faking their CV’s. They, themselves are not very clean. They have access to company letter-heads; they have access to salary structures and also (being in such position and department), they can also influence and manipulate their reference checks. Not only this, sometimes they also manipulate their duties and responsibilities as well.
Not all HR people do this but many does. So, how do you think that we can put a check on such HR people and stop them from entering into the market ??
Share your views.
From Mauritius, Terre Rouge
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As we are discussing about the challenge of fake CV and how one keep a check on such profiles, it becomes very apparent to discuss about HR people faking their CV’s. They, themselves are not very clean. They have access to company letter-heads; they have access to salary structures and also (being in such position and department), they can also influence and manipulate their reference checks. Not only this, sometimes they also manipulate their duties and responsibilities as well.
Not all HR people do this but many does. So, how do you think that we can put a check on such HR people and stop them from entering into the market ??
Share your views.
From Mauritius, Terre Rouge
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Hi Sanjana,
This is a very interesting topic and indeed a common trend these days. People go to any extent just to make sure that they get whatever they want and aspire for. Until they are fair in their transactions, it is called perseverance but when they start cheating, it reflects very badly on their part, especially individuals in HR. As they are the face of the organization they work with, it is very bad on their part to cheat the same company.
The best I can think of to minimize such issues is to ask for reference details from the past organization with their visiting cards attached, and if not the visiting cards, then at least the office extension number. In that case, you can also cross-check with the company if the person given as a reference works in the same department or not. In big MNCs, there is always a separate department that takes care of the reference checks, and they usually do not fake.
Friends, your inputs are welcome.
Regards,
Shilpa
From India, Delhi
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3This is a very interesting topic and indeed a common trend these days. People go to any extent just to make sure that they get whatever they want and aspire for. Until they are fair in their transactions, it is called perseverance but when they start cheating, it reflects very badly on their part, especially individuals in HR. As they are the face of the organization they work with, it is very bad on their part to cheat the same company.
The best I can think of to minimize such issues is to ask for reference details from the past organization with their visiting cards attached, and if not the visiting cards, then at least the office extension number. In that case, you can also cross-check with the company if the person given as a reference works in the same department or not. In big MNCs, there is always a separate department that takes care of the reference checks, and they usually do not fake.
Friends, your inputs are welcome.
Regards,
Shilpa
From India, Delhi
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Hi Sanjana and Shilpa,
What you are discussing is partially true. I've seen this in my old company. One of my colleagues actually joined before me and she initially produced a fake certificate. The management didn't find out about this, but I came to know through one of her colleagues in her previous company. She was working as a front office executive but had provided an experience certificate as an HR Recruiter. Upon joining this company, she used the company's letterhead to create a fake letter including her previous experience with this company and removed some documents from her file. When the management discovered this, they fired her. This kind of situation is common in many small companies. We need to be very careful when conducting reference checks and background verifications.
Cheers, Swati
From India, Bangalore
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What you are discussing is partially true. I've seen this in my old company. One of my colleagues actually joined before me and she initially produced a fake certificate. The management didn't find out about this, but I came to know through one of her colleagues in her previous company. She was working as a front office executive but had provided an experience certificate as an HR Recruiter. Upon joining this company, she used the company's letterhead to create a fake letter including her previous experience with this company and removed some documents from her file. When the management discovered this, they fired her. This kind of situation is common in many small companies. We need to be very careful when conducting reference checks and background verifications.
Cheers, Swati
From India, Bangalore
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Hello Sanjana,
As you said, not all HR people give fake CVs, but let me say only a few in 10,000 might be doing this. There could be a number of reasons for making things happen in their favor. One is getting into corporate culture for a good career and money.
I have a question: how many people look for the knowledge the person has when screening profiles? They often prioritize degrees and percentages. People with less knowledge but good percentages often find easy entry into MNCs.
Regards,
Revathi
From India
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As you said, not all HR people give fake CVs, but let me say only a few in 10,000 might be doing this. There could be a number of reasons for making things happen in their favor. One is getting into corporate culture for a good career and money.
I have a question: how many people look for the knowledge the person has when screening profiles? They often prioritize degrees and percentages. People with less knowledge but good percentages often find easy entry into MNCs.
Regards,
Revathi
From India
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Well, the type of responses that I have got till now and number of people who are seriously interested in addressing this problem shows that HR people are only interested in finding the genuineness of others profile and CV’s but not their own.
They like to have some guidelines and processes for themselves and different for others.
This in fact is very bad state of this profession.
People are interested in giving their comments and views on jokes and humours or some commonsense questions but not on serious issues like this.
From Mauritius, Terre Rouge
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They like to have some guidelines and processes for themselves and different for others.
This in fact is very bad state of this profession.
People are interested in giving their comments and views on jokes and humours or some commonsense questions but not on serious issues like this.
From Mauritius, Terre Rouge
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Hi Sohini,
Hey Sanjana, you are absolutely correct regarding the issue you all were discussing. I too have faced the same. People come up to me and request me to give a false salary slip or manipulate the experience certificate. It sometimes becomes really tough to handle. As I have to refuse the proposal, I become the worst person in the organization. :) Never mind. Now let us come to the HRs. Not all misuse the opportunity, which I believe. But yes, there remain chances of misusing the opportunity. You know, it's only ethics that will keep HRs away from such manipulations, isn't it? What do you say?
Regards,
Sohini
From India, New Delhi
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Hey Sanjana, you are absolutely correct regarding the issue you all were discussing. I too have faced the same. People come up to me and request me to give a false salary slip or manipulate the experience certificate. It sometimes becomes really tough to handle. As I have to refuse the proposal, I become the worst person in the organization. :) Never mind. Now let us come to the HRs. Not all misuse the opportunity, which I believe. But yes, there remain chances of misusing the opportunity. You know, it's only ethics that will keep HRs away from such manipulations, isn't it? What do you say?
Regards,
Sohini
From India, New Delhi
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Hi,
Maybe some individuals in HR are faking their experience. However, even if they fake it, management will soon find out because it will reflect in their performance. In such a competitive world, no management would like to retain an unproductive employee. Recently, a friend mentioned a front office executive who was faking his/her experience, and the management discovered this through a common reference. I believe the world is small; we often meet people repeatedly. Therefore, even if somebody fakes their experience, it will not remain undetected for long.
Cheers,
Dhannya
From India, Alappuzha
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Maybe some individuals in HR are faking their experience. However, even if they fake it, management will soon find out because it will reflect in their performance. In such a competitive world, no management would like to retain an unproductive employee. Recently, a friend mentioned a front office executive who was faking his/her experience, and the management discovered this through a common reference. I believe the world is small; we often meet people repeatedly. Therefore, even if somebody fakes their experience, it will not remain undetected for long.
Cheers,
Dhannya
From India, Alappuzha
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It's a shame to call themselves a true HR person by faking their CVs. What's important is that corporations are getting fooled by this, and they don't have any means to find out until they do an Employee Verification.
The above-mentioned procedure would increase the intake time, but it would at least confirm that the person is genuine and can be trusted.
Regards, Andy
From India, Kolhapur
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The above-mentioned procedure would increase the intake time, but it would at least confirm that the person is genuine and can be trusted.
Regards, Andy
From India, Kolhapur
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Dear All,
I am a new joiner in this community, but I think there are many ways through which we can check reality. We can hire investigating companies to verify the background and details provided by the candidates, and at the same time, we can also conduct our checks.
Thank you.
From India, Delhi
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I am a new joiner in this community, but I think there are many ways through which we can check reality. We can hire investigating companies to verify the background and details provided by the candidates, and at the same time, we can also conduct our checks.
Thank you.
From India, Delhi
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Dear Minakshi,
In my opinion, hiring an investigation company would send the wrong signals to employees. If a company genuinely wishes to verify an employee, they can simply ask the employee to cooperate with the verification service provider. I personally conduct employee verifications for many employees in various companies, and I find this method to be effective as you will also receive cooperation from the employee. 😄
Regards,
Andy
From India, Kolhapur
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In my opinion, hiring an investigation company would send the wrong signals to employees. If a company genuinely wishes to verify an employee, they can simply ask the employee to cooperate with the verification service provider. I personally conduct employee verifications for many employees in various companies, and I find this method to be effective as you will also receive cooperation from the employee. 😄
Regards,
Andy
From India, Kolhapur
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Sometimes, but not always, it becomes possible that an HR person manages to manipulate and generate a document that helps them secure a desired position. This is achievable because they are familiar with the internal system for creating fake documents due to their experience in HR processes.
Akhilesh Kumar, Durgapur
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Akhilesh Kumar, Durgapur
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I think it is more of a question of personal integrity, values, and ethics. Professionals in HR are expected to have high integrity and a strong value system. You cannot have different benchmarks for your employees compared to yourself or your department. There is also a need to establish a body to frame and enforce a Code of Conduct for HR professionals, similar to that of Chartered Accountants, Doctors, etc.
From Mauritius, Terre Rouge
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From Mauritius, Terre Rouge
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Hi all,
Background verifications are mandatory for all employees in my organization (IT Prod Dev company), and HR is no different. In fact, the backgrounds of employees working in HR, finance/accounts, administration, etc., must be thoroughly checked by professional agencies as they represent the company itself in many ways. No organization can afford to have a 'shady' character represent the organization. Speaking plainly - no harm in being honest!
Thanks,
Giridhar
From India, Bangalore
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Background verifications are mandatory for all employees in my organization (IT Prod Dev company), and HR is no different. In fact, the backgrounds of employees working in HR, finance/accounts, administration, etc., must be thoroughly checked by professional agencies as they represent the company itself in many ways. No organization can afford to have a 'shady' character represent the organization. Speaking plainly - no harm in being honest!
Thanks,
Giridhar
From India, Bangalore
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I agree with you, Miss Minakshi. I do follow your procedure and personally make phone calls for reference and background checks. Additionally, we can ask for a person's company ID card and official email ID if the situation is too serious.
Good luck and thanks for the information once again.
Cheers,
Shashidhar K
From India, Hyderabad
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Good luck and thanks for the information once again.
Cheers,
Shashidhar K
From India, Hyderabad
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I think manipulation has become quite common, and mostly everyone is faking...and we virtually have no foolproof remedy for the same since some people are extremely smart at manipulation. If the person is not able to perform well after joining, then he can be fired. But then you have to start with the selection process again, so you need to devise some solid strategies to identify defaulters, either through a strong reference check or psychoanalysis. 😊
From India, Delhi
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From India, Delhi
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There is no justification for forging, and one cannot, under any circumstance, overlook this. Having said that, while recruiting, one needs to be at least open to the candidate's ability and not merely decide based on a certain line in the CV. One should also give the candidate the atmosphere where he/she knows that honesty will be rewarded and not punished.
From India, Madras
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From India, Madras
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In HR, many people fake their CVs as there is no one above them to check their resumes. Whereas, on the other hand, they harass innocent employees who did commit a small mistake. It is like a police committing a crime. There is nothing to be ashamed of. Such HR should be hanged in public, and they should not be allowed to live as they snatch away other people's jobs. Many HR do this, and many of them are also in Cite HR.
P.S. I don't care about the rating I receive; I express my views.
From India, Pune
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P.S. I don't care about the rating I receive; I express my views.
From India, Pune
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Hi, Guys interested in HR Matters,
The HR personnel who are in charge of the HR processes have easy access for manipulations compared to others. A few of them may be misusing this for their personal aggrandizement. Many companies do not have the policy of verifying the antecedents of prospective candidates.
Many of the present HR persons may not know that in government services, when a candidate is selected for some posts, a "Police Verification" and its report in the personal file of the candidate are a must. I do not know whether that procedure is currently being followed. Integrity and honesty must be inculcated from childhood so that the future generation will not engage in such deeds. When an HR professional suspects that a candidate has produced a record that is apparently suspicious, they must initiate action to find the truth.
Now that "Hire when you like, Fire when you don't" is available, take steps in that direction.
Subba Rao Bhagavatula
From India, Hyderabad
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The HR personnel who are in charge of the HR processes have easy access for manipulations compared to others. A few of them may be misusing this for their personal aggrandizement. Many companies do not have the policy of verifying the antecedents of prospective candidates.
Many of the present HR persons may not know that in government services, when a candidate is selected for some posts, a "Police Verification" and its report in the personal file of the candidate are a must. I do not know whether that procedure is currently being followed. Integrity and honesty must be inculcated from childhood so that the future generation will not engage in such deeds. When an HR professional suspects that a candidate has produced a record that is apparently suspicious, they must initiate action to find the truth.
Now that "Hire when you like, Fire when you don't" is available, take steps in that direction.
Subba Rao Bhagavatula
From India, Hyderabad
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Hi Sanjana,
What you are saying is absolutely correct. For example, I came to know about this website today. People will be very much interested only in movies, sex, entertainment, and similar topics. People will never change their attitude.
Well, coming to the topic, what you all are discussing is quite true and exact. The solutions you all are showing are good and acceptable. What I can suggest is while calling the candidates for an interview, we should ask the candidate to bring some documents for proof. Once the candidate is shortlisted, then we can proceed with verification.
One way to proceed is to have some HR department personnel go directly to their previous organizations or their accommodation address. This may be one step to make the HR process more effective.
From India, Mumbai
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What you are saying is absolutely correct. For example, I came to know about this website today. People will be very much interested only in movies, sex, entertainment, and similar topics. People will never change their attitude.
Well, coming to the topic, what you all are discussing is quite true and exact. The solutions you all are showing are good and acceptable. What I can suggest is while calling the candidates for an interview, we should ask the candidate to bring some documents for proof. Once the candidate is shortlisted, then we can proceed with verification.
One way to proceed is to have some HR department personnel go directly to their previous organizations or their accommodation address. This may be one step to make the HR process more effective.
From India, Mumbai
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Dear All,
Good morning,
I absolutely regret such a situation, but I do not agree with the concept. While recruiting, we have a set of parameters to assess a person's skills. References serve as just one of the parameters. If your interview and selection procedure is standardized, no wrong person can be shortlisted or selected. We are ultimately trying to recruit a person to perform a set of tasks, and we finalize the candidate if they possess the skills required for the job. I believe this is the basis and focus of an interview exercise (JD = SKILLS = SELECTED).
Regards,
Zakir Malik
From India, Pune
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Good morning,
I absolutely regret such a situation, but I do not agree with the concept. While recruiting, we have a set of parameters to assess a person's skills. References serve as just one of the parameters. If your interview and selection procedure is standardized, no wrong person can be shortlisted or selected. We are ultimately trying to recruit a person to perform a set of tasks, and we finalize the candidate if they possess the skills required for the job. I believe this is the basis and focus of an interview exercise (JD = SKILLS = SELECTED).
Regards,
Zakir Malik
From India, Pune
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Very often, you will find a sales manager recommending an apparently wrong candidate, and that person, when appointed, proves very effective in the field. This does not mean that the sales guy is a better HR manager, but that he knows the candidate better and, being the man in the field, is willing to take a chance with him. The HR guy would not be in the same position to nursemaid the recruit and hence cannot put his neck on the line. I only call for this area of grey to be recognized and adopt an unwritten rule to take one chance in a batch of recruits.
From India, Madras
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From India, Madras
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Dear Sanjana Goswami,
Please note that many candidates are sending fake CVs to companies for employment, and they may be detected. Regarding HR candidates, they need to self-examine themselves. Only a few candidates may be sending fake CVs to companies, but as HR professionals, they should not deceive the company. Loyalty and integrity are crucial qualities.
Thanks, GopalaKrishna Murthy B.
From India, Hyderabad
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Please note that many candidates are sending fake CVs to companies for employment, and they may be detected. Regarding HR candidates, they need to self-examine themselves. Only a few candidates may be sending fake CVs to companies, but as HR professionals, they should not deceive the company. Loyalty and integrity are crucial qualities.
Thanks, GopalaKrishna Murthy B.
From India, Hyderabad
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Hi,
I just went through the post. As a HR professional, I feel this is a very crucial matter. Many people are saying that HR professionals easily make their resumes fake because documents such as letterheads and salary slips are easily available to them. However, this occurs in every field.
HR professionals should take their own responsibility to be true to themselves. This is why the verification area is growing rapidly. If HR departments conduct verification for other candidates, then why not for HR professionals as well? This might not only stop HR professionals from creating fake resumes but also prevent other candidates from doing so.
Vandana
From India, New Delhi
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I just went through the post. As a HR professional, I feel this is a very crucial matter. Many people are saying that HR professionals easily make their resumes fake because documents such as letterheads and salary slips are easily available to them. However, this occurs in every field.
HR professionals should take their own responsibility to be true to themselves. This is why the verification area is growing rapidly. If HR departments conduct verification for other candidates, then why not for HR professionals as well? This might not only stop HR professionals from creating fake resumes but also prevent other candidates from doing so.
Vandana
From India, New Delhi
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I believe managers play an important role in setting an example for juniors. We find a lot of backdoor entries with managers working in an MNC and running their setups. Juniors observe and learn from their seniors. Even in my previous company, the lady manager was running her own company and using the company database. When I found out about it, I decided to leave. In fact, when she realized that I knew, she tormented me a lot. These kinds of people are not fit to work and should be identified and terminated.
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Hi All, For employement verification it will take atleast 15 to 20 days of time starts from the candidate produces all the documents. mean time the genuine candidates are loosing their oppurtunity.
From India, Hyderabad
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From India, Hyderabad
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Hey,
It's not only the candidates or the employees who are to be blamed, as even some of the companies are involved. When a company lays off a certain number of employees due to a recession or other factors, the laid-off employees are given fake experience, i.e., more years than they have actually put in or projects of which they do not have hands-on experience.
From India, Bangalore
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It's not only the candidates or the employees who are to be blamed, as even some of the companies are involved. When a company lays off a certain number of employees due to a recession or other factors, the laid-off employees are given fake experience, i.e., more years than they have actually put in or projects of which they do not have hands-on experience.
From India, Bangalore
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Hi all, :-P :-P
Hi there, I'm an HR professional in a reputable MNC, which also operates as a BPO. I'm relatively new to this field and in need of help, especially from Andy who runs a verification firm. I hope you can assist, sir. The issue of fake CVs in a BPO is concerning. However, I have encountered individuals who claim previous work experience in small companies located in tier 2 cities or remote areas. Their most recent employment history is genuine, lasting about 1 year in well-known organizations. Prior to this, they present certificates from small companies in tier 2 cities or remote locations dating back 1-2 years. Despite my efforts to probe further, I cannot ascertain the authenticity of these claims. Some individuals mention that the company they worked for is now 'closed' for the past 1-2 years. How can I verify the existence of such companies, particularly in remote areas or tier 2 cities, especially if they are closed? :icon7:
Please help me as soon as possible, as I urgently need to verify this information. I find myself in dire straits. :confused:
From India, Madras
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Hi there, I'm an HR professional in a reputable MNC, which also operates as a BPO. I'm relatively new to this field and in need of help, especially from Andy who runs a verification firm. I hope you can assist, sir. The issue of fake CVs in a BPO is concerning. However, I have encountered individuals who claim previous work experience in small companies located in tier 2 cities or remote areas. Their most recent employment history is genuine, lasting about 1 year in well-known organizations. Prior to this, they present certificates from small companies in tier 2 cities or remote locations dating back 1-2 years. Despite my efforts to probe further, I cannot ascertain the authenticity of these claims. Some individuals mention that the company they worked for is now 'closed' for the past 1-2 years. How can I verify the existence of such companies, particularly in remote areas or tier 2 cities, especially if they are closed? :icon7:
Please help me as soon as possible, as I urgently need to verify this information. I find myself in dire straits. :confused:
From India, Madras
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As per my experience, people who, either in HR or any other field, fake or camouflage their resumes are caught in interviews. We have been experiencing that people may receive interview letters as a result of fake CVs or resumes, but they do not qualify for the jobs. In the Gulf, we come across many such lobbies influenced by most of Kerala Indians and Filipinos, securing vacancies through these fake resumes. It's not just manipulation of experience or qualifications; they even camouflage themselves as engineers, doctors, or any other profession just to secure jobs. Before they are exposed, usually within 6 to 8 months, they manage to earn enough to survive for at least 5 to 6 years without any legitimate job in hand.
This competition for Gulf jobs makes these positions more vulnerable. In India, the chances of success are very low because technical interviews expose the job profiles and expertise of the candidates. Human behavior cannot be changed, and professional hazards like these will persist.
Rashid
From Saudi Arabia
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This competition for Gulf jobs makes these positions more vulnerable. In India, the chances of success are very low because technical interviews expose the job profiles and expertise of the candidates. Human behavior cannot be changed, and professional hazards like these will persist.
Rashid
From Saudi Arabia
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Hello,
I believe there is also another post regarding Fake Resumes. Rashid is correct when he mentions "professional hazards". Just as in any field, HR also faces this aspect. And similar to any area where there is a constant struggle between those who want to break the rules of the game and those who want to follow the rules - a Tom & Jerry situation, perhaps - HR must find ways to address these issues... and also remember that those who seek to fake resumes will continue to discover new methods. I cannot see any other way to progress. HOWEVER, IF HR REMAINS SILENT ON THIS ISSUE WITHOUT TAKING ACTION, the potential future problems could be much worse than they are now - akin to the corruption in India today compared to 20/30/40 years ago.
For now, it appears that Background Checks and changes in the Interviewing process are the main methods to combat this problem.
Regards,
TS
From India, Hyderabad
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I believe there is also another post regarding Fake Resumes. Rashid is correct when he mentions "professional hazards". Just as in any field, HR also faces this aspect. And similar to any area where there is a constant struggle between those who want to break the rules of the game and those who want to follow the rules - a Tom & Jerry situation, perhaps - HR must find ways to address these issues... and also remember that those who seek to fake resumes will continue to discover new methods. I cannot see any other way to progress. HOWEVER, IF HR REMAINS SILENT ON THIS ISSUE WITHOUT TAKING ACTION, the potential future problems could be much worse than they are now - akin to the corruption in India today compared to 20/30/40 years ago.
For now, it appears that Background Checks and changes in the Interviewing process are the main methods to combat this problem.
Regards,
TS
From India, Hyderabad
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Dear Friend What I can say in this is that it is not HR or Any other department but it is individuals who give fake information in their resumes. To keep a check few suggestions are as follows: For Salary - Ask Salary Sheet along with Bank Account Statement of last 6 months. Experience – Once a candidate joins send a letter to his previous organisation stating all the details given by candidate and make a request to the company to verify. I feel if we will follow this practice we might handle this issue up to a extent.
From Nigeria, Lagos
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From Nigeria, Lagos
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Hello Sujeet,
I think you have indeed hit the bull's eye. Not just HR, but any department or organization is made up of people, and it's human nature to make judgments about the whole depending on his/her experience with an individual.
Your suggestions, I think, are very valid and also practically implementable. I know of some companies who already follow what you suggested regarding the salary. And once such mechanisms are in place, and known outside that they are being followed, I bet such things will reduce... or at best/worst (depending on who is seeing it) new ways will be found, for which again newer solutions have to be devised... life goes on.
Let's see what the others feel about it too.
Regards,
TS
From India, Hyderabad
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I think you have indeed hit the bull's eye. Not just HR, but any department or organization is made up of people, and it's human nature to make judgments about the whole depending on his/her experience with an individual.
Your suggestions, I think, are very valid and also practically implementable. I know of some companies who already follow what you suggested regarding the salary. And once such mechanisms are in place, and known outside that they are being followed, I bet such things will reduce... or at best/worst (depending on who is seeing it) new ways will be found, for which again newer solutions have to be devised... life goes on.
Let's see what the others feel about it too.
Regards,
TS
From India, Hyderabad
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