How do you uncover fake job references?Īs a recruiter or company trying to hire the best candidate, and not the person trying to cheat the system, the solution is simple - and it isn’t more googling.
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The owners of these fake employment reference businesses cite the use of third party staffing firms, and the manual reference checking processes, as reasons for being able to manipulate the hiring process in favor of their clients. Combine this with the recent estimate that 85% of resumes contain exaggerations and outright lies², it’s no wonder why many of the people we hire don’t work out in the long term or even the short term in some cases.įake employment references are so prominent that there are even numerous online services that provide fake websites, locations, and former managers. Job candidates are providing fake employment references at a greater rate these days and there are even paid services that allow them to get fake references from people outside of their friend circle.Ī survey conducted by SocialTalent¹ showed that 17% of employees (and particularly those in mid-management) had provided fake references when applying to their jobs. And, even if you do take the time to search a phone number or email address of a reference, the fake reference can always claim they are using their personal contact info instead of their work number or email. Given the large number of references that must be checked in a typical candidate search, it’s easy to take a reference’s word at face value and assume that someone who “sounds trustworthy” on the phone is who they say they are. The truth is, it’s tough to spot fake references. It’s essential that fake credentials are identified during the new hire screening process because the last thing you want is a dishonest hire in a position of trust at your company. Regardless of how many great job candidates you come across, there will always be some who are less ethical. They’re a natural part of the hiring process and, just like inflated resumes and far-fetched claims during the interview, need to be identified.