I am working as an HR Executive at Akshay Software Technologies, and we are conducting interviews for outstation IT candidates over the phone. However, after the second round of interviews, we received feedback from the client that someone else was answering on behalf of the candidates. This suggests that during the telephone interviews, a different person is responding, and then someone else entirely is joining the company. How can we address this issue of fake candidates? I kindly request suggestions via email at [Email Removed For Privacy Reasons].
Thank you.
Regards,
From India, Mumbai
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Thank you.
Regards,
From India, Mumbai
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When conducting a video interview, make sure to request or instruct the candidate to use a webcam for the interview. It is important to warn candidates about any malpractices, as this behavior is not only illegal but also unethical. If necessary, gather evidence and consider taking legal action.
Thank you.
From Kuwait, Salmiya
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30Thank you.
From Kuwait, Salmiya
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Not quite. I was once given an offer from one of the top 2 IT companies only on the basis of a written test and a couple of telephonic interviews. But this was before video conferencing became widespread. When you have large numbers to meet, companies need to be innovative to shorten the recruitment process and still maintain the quality of candidates. If you have a fairly robust performance management system, recruitment errors can always be managed. A good background verification process will also make the system more watertight.
Regards,
From Netherlands
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Regards,
From Netherlands
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Mr. Balaji is absolutely right because, in various sectors, outstation interviews are conducted via video conference after clearing 2-3 stages of telephonic rounds. This approach helps in identifying the right candidate effectively. Therefore, I recommend that you suggest this idea to your management.
Regards,
Anamika Mayekar
From India, Mumbai
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Regards,
Anamika Mayekar
From India, Mumbai
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Dear Chaitali, I understand that this kind of situation has been in practice recently. I would like to offer some suggestions, and at the same time, I would also like to know the radius of your hiring. Do you consider candidates within the state or from any state in India?
Suggestions for Addressing Fake Candidates
Coming from my experience, I can suggest the following:
1. Some people are good at expressing themselves in writing but fail in face-to-face communication. Similarly, many can convince over the telephone but fail in personal interviews.
2. Conduct an initial interview over the telephone without scheduling an appointment. You will gather most of your information during the discussion, not just by letting the candidate speak. Ask open-ended questions.
3. Regardless of how convincing a candidate may be over the phone, always ensure a face-to-face interview with HR and the respective department leads as the final rounds before making a selection.
4. If you have been delivering appointment letters, consider issuing a letter of intent instead, stating that it is subject to final in-person interviews.
5. Cross-question candidates on personal details in their resume, family, education, and past experiences. The more you challenge them, the more genuine information you will obtain.
6. If you suspect deception, request references from their past and present company contacts.
7. As other members have mentioned in this forum, Skype has become official and is already in practice for video interviews. Propose this to your bosses; they will appreciate it.
In conclusion, if a candidate is referred by your company employee, you can be assured that the candidate is aware of your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
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Suggestions for Addressing Fake Candidates
Coming from my experience, I can suggest the following:
1. Some people are good at expressing themselves in writing but fail in face-to-face communication. Similarly, many can convince over the telephone but fail in personal interviews.
2. Conduct an initial interview over the telephone without scheduling an appointment. You will gather most of your information during the discussion, not just by letting the candidate speak. Ask open-ended questions.
3. Regardless of how convincing a candidate may be over the phone, always ensure a face-to-face interview with HR and the respective department leads as the final rounds before making a selection.
4. If you have been delivering appointment letters, consider issuing a letter of intent instead, stating that it is subject to final in-person interviews.
5. Cross-question candidates on personal details in their resume, family, education, and past experiences. The more you challenge them, the more genuine information you will obtain.
6. If you suspect deception, request references from their past and present company contacts.
7. As other members have mentioned in this forum, Skype has become official and is already in practice for video interviews. Propose this to your bosses; they will appreciate it.
In conclusion, if a candidate is referred by your company employee, you can be assured that the candidate is aware of your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
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