Is resume fraud a big problem for hiring managers? You betcha.

Is resume fraud a big problem for hiring managers? You betcha. Falsified information on resumes is a most definite challenge many employers face and is not as uncommon as you might think. Some applicants feel it is acceptable to not only exaggerate their credentials, but some statistics suggest 53 percent of candidates create flat-out fabrications of their past work experience, skills and/or education on their resumes.

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What’s a hiring manager to do? It does take additional effort to thoroughly examine each resume of interest, however, by taking a few extra steps and making additional external contacts to obtain confirmed authentication of information given can help alleviate any potential resume fraud and actually be more cost-efficient. There are many different approaches a hiring manager will take to help determine whether the information presented on an applicant's resume is deceptive.

Work experience and skillsets

Statistics dating back to 2014 a good percentage of applicants embellish their skillsets, previous job responsibilities, dates of employment, and job titles. About one-fourth even fib or exaggerate who they’ve worked for.

Confirming work experience with each employer is time-consuming, however, it offers hiring managers a definitive way to learn whether or not the applicant has the exact type of experience he or she is claiming to possess. In some instances, an applicant may have actually worked for the employer and may know a bit about the industry, but did not work in the specialized area he or she claims. A simple phone call can confirm or deny and this helps make it easier to determine whether or not the indicated experience aligns with the type of person looking to be hired.

Asking specific questions or designing “test” tasks to ensure an applicant can perform are techniques some employers use. If the potential employees seem lost when asked directives, gives inconsistent answers, or is simply not able to adequately answer questions, these are red flags the applicant may be making false claims.

Educational background

This one may be a bit trickier because unfortunately there are many diploma mills out there that crank out fake degrees for a fee and, while a large number of students are duped, others intentionally seek out mills in order to easily buy credentials without doing the work. Transcripts are sometimes requested, however, hiring managers can also ask applicants to also provide a copy of their degree(s) to authenticate. Call the schools' registrar offices to confirm dates of attendance and also verify degree(s) awarded.

Additionally, the validity of the school should be considered as well. To find out whether a school is legitimate, the college can be searched on the web or a quick visit to the U.S. Department of Education website to search for accredited schools.

In-house or use a screening agency?

Designating specialized people to handle resume credentialing is another good approach hiring managers use. This way an expert can either be trained or hired to help out with this task.

In-house staff tasked with the job of credentialing applicants understand what to look for when examining resumes. For instance, they often pursue the aforementioned verification checks of education and prior employers which have been listed on the resume by the applicant(s).

Pre-employment screeners are also another viable option employers sometimes use. According to MoneyZine, these services agencies offer for a fee typically include:

•  Identity validation
•  Criminal records
• Driving records
•  Credit history
• Worker compensation claims
• Authenticate references

Granted this route is usually more costly, however, when thought of in terms of money spent on unqualified individuals who, in the end, turn out to be unable to handle the level of productivity or responsibility needed or expected, screening likely a lot less costly in the long run. It is also a good idea to also double check the resumes that pass through the screening agency as another level of certainty. Agencies may find standard information, but may not know to look specifically for the same industry needs as the employer itself requires.

Remember, when reviewing resumes, if something seems off, it is always a good idea to follow instincts and dig deeper. Chances are every time a job announcement is posted if a significant number of resumes arrive in response, if the above statistics are any indicator, there is a high potential there is a fraud somewhere in the pile.