Home' HR Monthly : November 2017 Contents 6
n this global, digital world, the competition for top jobs is
growing in intensity. Unfortunately, so are the number of cases
involving fraudulent data and claims by candidates in order to
steal lucrative, senior roles.
The HR practitioner is usually placed up front and centre by
bosses who want candidates to be thoroughly screened before any
appointment is made but also desire quick selection decisions, and
for replacements to be inducted speedily into critical roles.
What are the pitfalls and remedies in this world of attempted –
and sometimes successful – job larceny?
The seven areas where recruitment problems occur are police
records, qualifications, experience, reasons for leaving, references,
physical and mental health and aptitudes. In all these areas, HR
can tread a fine line between ensuring efficient and effective
candidate selection without infringing privacy laws.
Most job adver tisements set the right tone by setting out all
critical, reasonable and lawful pre-conditions for employment
selection so that any person who enters the job contest
understands and agrees to the rules of engagement from the outset.
Teleg raphing that your employer does thorough employment
screening will help to pre-empt action by many prospective
Police checks have become a normal occurrence, and are usually
completed efficiently through an accredited agent of the employer.
Some candidates will insist that they obtain the police check
directly and then pass it on to a prospective employer. Don’t let
this happen under any circumstances, as the ex tensive application
of police check material has made it quite easy for fraudsters to
falsify a record-check document.
Qualification fraud is another area of concern. It’s easy to put
a CV together and claim a degree here and there, supported by
a wonderfully graphic certificate invented in cyberspace. Never
rely solely on such glossy attachments. The genuine ones will
have study completion dates and enrolment numbers that can be
used to check with the awarding institution directly. I n the case
of qualifications claimed from overseas universities, the situation
gets more difficult. It’s possible to buy a cheap degree online from
universities in the US or Asia that are little more than a post
office box or an email address. Here it’s best to place the
obligation on the candidate to validate the standard of having
either an appropriate local qualification or comparable
Job experience is another area of major fraud risk. Service dates
and jobs held can be either fudged or simply not exist. Check
what’s placed in a submitted CV with what the same person has
listed on their social media sites. Some prospective candidates
simply can’t help themselves and will re-doctor a LinkedIn CV or
spin their Facebook biography to meet what is seen as the relevant
need. The more inconsistencies you find the more homework you
will need to do on that candidate, including confronting them and
requiring a satisfactory explanation.
Reference checks are also exposed to fraudulent behaviours.
Smarter employers insist on a reference check conducted only via a
landline to a registered office address number and for the referee to
be a manager of that candidate in the last five years. In one recent
case a candidate with a serious criminal record, changed his name
by deed poll and applied for a job where his mother was employed.
She was listed under different names as two referees to falsify
other job experiences claimed during his custodial sentence period,
and delivered through use of two disposable mobile phones.
It’s critical to have as broad a set of references as possible and
to check them directly. There are new electronic reference check
systems that can detect relationships between candidates and
referees, and also reveal deceptive language traits.
In some industries such as media and entertainment, taking a
polygraph has become a prerequisite to employment –
particularly as many past productions don’t provide full
acting and technical staff details beyond theatre or
television programs, which were available only during the
relevant performing season.
With jobs involving high physical loads, or mental
stress – it’s worth requiring prior medical records or
securing a new thorough medical check with an
employer nominated doctor. Psychometric testing will
also reveal a candidate’s ability and willingness to deal
with continual stress, and whether they are likely to
go ‘pop’ under pressure.
Employment letters of offer should
require candidate attestation of honesty and
transparency, so any later detection of false
claims made during recruitment, becomes the
basis for an immediate dismissal. •••
Stop, Job Thief!
How HR can avoid being duped over data.
BY PETER WILSON AM FCPHR AHRI CHAIRMAN
To read past Perspective columns by Peter Wilson,
In Australia a stroke occurs every 10 minutes across people of all
ages... and the impacts last a lifetime. One-third of stroke survivors
are of working age. But did you know stroke can be prevented?
The Stroke Foundation has passionate volunteer StrokeSafe Speakers available to present to
workplaces and community groups. Many have personal experience with stroke and are willing
to share their challenging yet inspirational journey.
Your group will learn:
• What stroke is and how to recognise the signs of stroke
• What to do if someone is having a stroke
• How to prevent stroke in you or the people you love
Make a StrokeSafe presentation a part of your
staff health and wellness program.
To find out if there is speaker in your area
What people say
about StrokeSafe talks
“The talk was incredible, totally captivating. To
have her story shared first hand was both an
inspiration and an eye-opener. It really got us all
thinking and talking about the way we look after
ourselves. And we’ve changed! Thank you so
much for organising this for us, it’s had a huge
and very important impact on each and every
one of us.”
“This has been one of the best
information nights our club has
had for many years.”
17/05/2016 1:44 PM
23/10/17 3:58 pm
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