How to identify fake candidates:

While going through the CV some of the following points should be seen to:
-Education & year of passing is not mentioned. - identify them while validating
-The project detail is not given; the duration would not be mentioned.
-The duration of employment is not exact.
-There shouldn’t be any gap in the CV.

All of the above, can be verified again with the candidate and ensured that there is no discrepancy or overlapping of dates.

Some questions can be asked like:
- For Contract employees, you can also ask, whats the location of their office and details of how to reach there
- What is your office ID? Could you please send me a test mail through it.
- What is your office number & extension number?
- What was his designation in the previous companies?
- What projects did he do during his degree?
- Can you tell me about your previous projects - The client, its duration, the location, the number of members, your role?
- What was your salary there?
- What’s your present CTC?
- Your reason for leaving the present company?
- What is it that you are looking for in a new job?
- Size of the team members in the project.

This is just a brief hope it helps.

Lets get realistic, are we hiring numbers or professionals? Where do we stand -

1. Hire for yesterday? Lets start with the staffing team accepting what is achievable. Laying down the company policies - we will hire only for tomorrow. Dont commit on what is not feasible. With all the quantity hiring all we have market instability from candidate perspective and attrition increase. We have lost on quality, we are forcing candidates to join early, we are responsible for creating the instability

2. Verification process - reliability? In house or oursourced? So we outsource it to professionals? How many organizations believe in direct verification. Can email and phone verifcation be taken as a confirmation. How many organizations hire only nasscom registered candidates? Monster and Naukri could have controlled fakes long back, by holding a database maintenance team but failed to do so.

3. Organizations and the Recruitment Teams - Are they trained? Is the training process complete and effective? ok so we had a 2 day training period or may be even a week. What is training, is it re-experiencing college life? When do we get experienced professionals to impart practical know how and implementation areas. And how many of these are forced into implementation. Yes we have come a long way, but only in areas where we have external pressure. Cleaning our shop is our responsibility.

We need to start enforcing across the organization, as it is HR depts are cost centers, the least that should be carried out by us is to refine the principles of hiring and live by them.