You know the old saying: Trust but verify. As much as employers try their best, cheating by potential employees is always a possibility. Sometimes it’s difficult to spot, and other times it’s blatantly obvious. In this blog post, we’ll explore some of the ways that employers can deal with candidate cheating effectively, while still maintaining ethical hiring practices.
Conduct Background Checks
One of the best ways to catch any discrepancies in a candidate’s resume or application is by conducting a thorough background check. This can include verifying their employment history, education, and any professional licenses or certifications they claim to have.
You can also look into their criminal records to ensure that they have been truthful about their past. Most companies see a candidate lying about something small (such as their education or employment history) as a huge red flag.
When running background checks, remember partner with a dependable background screening company andd to adhere to all applicable legislation.
Ask Behavioral Questions
Behavioral questions are those that ask a candidate to provide specific examples from their past experiences. Asking a candidate to describe a situation where they were faced with a challenge and how they overcame it can give you insight into their problem-solving skills, their behavior under pressure, and their overall honesty. It’s also good practice to ask follow-up questions to ensure that the candidate is providing honest and factual information.
Give Skills-Based Tests
Another way to weed out any dishonest candidates is by giving them a skills-based test. This can be in the form of a written test, a technical demonstration, or an assessment center exercise. By giving a skills-based test, you can more accurately assess a candidate’s qualifications and weed out any candidates who may have misrepresented their abilities or experience.
Don’t Ignore Red Flags
Sometimes, during the interview process, you might notice red flags that signal dishonesty or potential cheating.
Remember: Just because someone looks good on paper doesn’t necessarily mean they’re the best fit for the job. If you’re unsure about a potential hire, use the tools at your disposal, including background cheks, to get a clear picture of their suitability and skills.
Have a Clear Policy for Cheating
Finally, it’s essential to have a clear policy in place outlining the consequences of any cheating or misrepresentation of information. This includes any falsification of credentials, cheating on tests, or plagiarism of work products. Consequences can include a warning letter, termination of employment, or even legal action. By having a clear policy in place, you can ensure that all employees understand the ramifications of dishonesty and that you’re maintaining ethical hiring practices.
Plexus Global: Hire Safely With Knowledge
Plexus Global is a California-based background screening company serving organizations all over the U.S. and abroad.
Contact us today by telephone (844-516-1008), email (sales@plexusglobalinc.com), or through our social media accounts on Facebook, Twitter, and LinkedIn.
