I am coming late to this discussion however I wanted to raise a couple of points.
Firstly, there seems to have been some confusion about what the OP was requesting. Like many of you, I initially thought that he/she was up to no good.
However, I am now inclined to the view that the OP is in a recruitment role and was looking for ways to identify fake resumes. These are the problems when English may not be your strong point and you cannot adequately explain what it is you are seeking.
On that point, it behoves everyone, even those of us who profess to have good English skills, to make sure that we frame our requests and questions in an unambiguous manner. If English is not your strong point, try to have someone else check your question first before posting it.
Secondly, identifying fake experience on resumes is not easy. (Cite Contribution) has posted some good suggestions which may help.
I have no direct experience of recruiting technical people, but in areas where I have worked, all such candidates were given a technical interview and practical test first.
For those of you who follow my posts on CiteHR, you will note that in recruitment questions, I always say that you MUST have a proper position description and person specification for the job. From that you will know the mandatory requirements and skill level the prospective candidate must have. From that you sift through the applications and find the most suitable people to interview. The questions you ask MUST be based on the PD and PS. So many people on this site are constantly asking for lists of generic questions. THAT WILL NOT WORK. Questions must related solely to the position on offer. That way you get the person you need who has the appropriate skills and qualities.
Unfortunately, you will never eliminate cheating. People are desperate to find jobs and lying on resumes is now a world wide problem. But if you have a proper, robust recruitment process in place and follow it to the letter, you can minimise the problems and hire the right staff for your organisation.
Firstly, there seems to have been some confusion about what the OP was requesting. Like many of you, I initially thought that he/she was up to no good.
However, I am now inclined to the view that the OP is in a recruitment role and was looking for ways to identify fake resumes. These are the problems when English may not be your strong point and you cannot adequately explain what it is you are seeking.
On that point, it behoves everyone, even those of us who profess to have good English skills, to make sure that we frame our requests and questions in an unambiguous manner. If English is not your strong point, try to have someone else check your question first before posting it.
Secondly, identifying fake experience on resumes is not easy. (Cite Contribution) has posted some good suggestions which may help.
I have no direct experience of recruiting technical people, but in areas where I have worked, all such candidates were given a technical interview and practical test first.
For those of you who follow my posts on CiteHR, you will note that in recruitment questions, I always say that you MUST have a proper position description and person specification for the job. From that you will know the mandatory requirements and skill level the prospective candidate must have. From that you sift through the applications and find the most suitable people to interview. The questions you ask MUST be based on the PD and PS. So many people on this site are constantly asking for lists of generic questions. THAT WILL NOT WORK. Questions must related solely to the position on offer. That way you get the person you need who has the appropriate skills and qualities.
Unfortunately, you will never eliminate cheating. People are desperate to find jobs and lying on resumes is now a world wide problem. But if you have a proper, robust recruitment process in place and follow it to the letter, you can minimise the problems and hire the right staff for your organisation.