As the saying goes, “interview is a game of lies and deception.” The hiring team might not want to miss out any chance to pick the prospective co-worker; however, the massive time costs on interviewing every potential candidate would easily put us off. Therefore, not only would the hiring team try their best to present themselves, but also the candidates, after knowing the fierce competition, would show (or pretend to be) the best side of themselves during the interview. The most popular lie the candidates tell is claiming their pre-supervisor’s effort as his/her own success. Some candidates might tend to provide too many untraceable details on the resume. To conserve costs for the recruitment process, you would like to know which kind of background check suits you best. Just in case you have not yet go through our “5 Things You Must Know Before Hiring an Employee!”, in this article we will talk about the issues we actually face after kicking off the background check for our clients.
Candidates Lying on Their Own Success
What the candidate wrote on their resume is deemed to be genuine, as they do not want to take the risk of being speechless after a few rounds of questions. It is difficult to spot the lie if the candidate claimed the pre-supervisor’s efforts as his/her own work, especially when the candidate was directly involved in that project. Fortunately, lie would be easily caught up by our Employment Background Check – our service makes sure what the candidate claimed is authentic by first asking the pre-employer to rate the working performance of the ex-employee by marks, then reaching out to the pre-employer to directly comment on the ex-employee’s work. Our findings would then be presented to the client in a well-structed report without omitting a single detail.
Too Many Untraceable Details on Resume
Occasionally, we have received resumes that are obliterated, or bombarded with a good list of qualifications or working experiences that the candidates could not provide any proof for. These may include certificates of a short-term (or one-day) courses, and part-time or freelance working experiences. In order to provide the most in-depth result to our client, we would try to look for the contact person from the institution and company on our own. We would also check with the client whether any of these records are useful to their hiring process. Sometimes, by looking more closely on the resumes, we might notice part of the details were intentionally wiped out. We would then advise our client that the resume is suspected of being partially ingenuine, or written not by the candidate his/herself.
Are You Looking for the Right Solution?
In a nutshell, there is no single best method for Employment Background Check. By understanding this rule, Herald is more eager than anyone to tailor-made the verification plan for you. We would not fix our charges for screening every subject individual, as we know that hiring a director, an executive officer, a clerk, and any supporting role may essentially be different in the necessary search items. For example, we would suggest our client to exclude academic verification after knowing the background of the candidate as well as the prospective job the client offers. On the other hand, we might suggest our client to retain the civil and criminal litigation search in order to check the integrity of the candidate. Flexibility is our motto. Hiring us as your Employment Background Check agent slashes your costs on verifying a candidate’s background and prevents from making the wrong hire.
Herald Business Consulting is a group of experienced investigators dedicated to debunk the myth and reveal the truth to our clients. If you are interested in our Employment Background Check service or seek any professional advices, please do not hesitate to contact us.
