Remote hiring and identity fraud: Verifying candidates

Remote hiring and identity fraud: Verifying candidates

In order to match current trends, recruitment processes that were once considered ‘normal’ have changed significantly. It is imperative to reconsider hiring processes in light of the rising unemployment rate predicted for 2020 and 2021, according to the Organisation for Economic Co-Operation and Development (OECD). As a result, your talent pipeline becomes less vulnerable to dishonest candidates who commit identity fraud. Due to the increasing use of online alternatives in recruiting, interpersonal communication is decreasing and fewer colleagues are involved in the interview process. You may end up causing costly havoc in your company if you rely solely on loose qualifications, scripted answers, and photocopied documents. Be sure that you are dealing with the right candidates so that you can repel identity fraud.

The recruiter who hires remotely may encounter candidates who have assumed a false identity, submitted false credentials, fabricated work experience, or combined all of them. In the worst case scenario, impersonation could result in resource drain, embezzlement, client loss, reputational damage, damages to employees, and ultimately, the loss of life. An Identity Verification Market report by Research and Markets states that the market is expected to grow from US$7.6 billion in 2020 to US$15.8 billion by 2025, proving the need for hiring processes to be protected with identity verification.

Identity theft reports doubled from 2019 to 2020 in the US alone, to 1.4 million. Before the pandemic, the Department of Premier of South Australia hired a woman without proper qualifications. Fraudulent resume, false education and employment information, and a fake LinkedIn photo led to her landing a high-paying job. High-profile cases such as this one, involving the Australian government, underscore the importance for companies to thoroughly vet their employees and preserve their reputations. The identity check process must be considered a necessary part of the interview process by employers in unfortunate scenarios such as this one.

Taking preventative measures against identity fraud is the best approach. You should inform your audience that potential applicants must undergo background checks as a prerequisite as soon as your position is advertised. In addition to confirming their identities, it is important to verify their qualifications, work experience, education, and good standing as well. The candidate screening experience will be willingly endured by genuine candidates who have nothing to hide. You will demonstrate your commitment to hiring candidates if you implement these standards from the start.

Since much of the working world began working from home, much of the HR environment and how employers recruit has changed dramatically. Fraudulent applications are all the more likely to occur in an environment of widespread unemployment and inefficient safeguarding.


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