In part 1 of this series, findings from craresources’ study of Fake CRAs and Applicant Fraudulence were shared, with a goal to reveal the breadth and depth of candidate fraudulence within the clinical research industry. When discussing applicant fraudulence, one very common question asked by Hiring Managers is Wouldn’t you be able to tell a candidate has falsified their credentials when you interview them?
Perhaps…if you are actually interviewing the applicant. We have identified a growing trend of professional “interviewers for hire.” I have spoken with several sponsors on this topic who have proven the person they interviewed was a professional interviewer instead of the original applicant. In some cases, the fraud went unchecked until the new hire showed up for work on day one.
A robust hiring strategy will include several qualification checkpoints since phone interviews will not protect you from fraud. The reality is you will rarely be 100% sure the individual you are speaking with is the original applicant, so if you are leaning too heavily on the interview, you may be in trouble.
Trusting video interviews can be just as dangerous. If your company conducts video interviews, always ask the candidate to email a scanned copy of their driver’s license to you prior to that interview. When we are scheduling video interviews between clients and candidates, we always conduct a video dry-run with the candidate to ensure there will be no technical issues during the client interview. While conducting that candidate dry-run, we compare the picture on the license with the candidate we see on video. We then initial the driver’s license picture, scan it and email it to the client so they can do the same comparison during their video interview. It is also important to note that if technical issues are experienced during the video call which keep the client from viewing the candidate, we advise immediate rejection of that candidate.
Even though we advise these precautions, when someone confronts me with the question of whether the interview will reveal a fraudulent candidate, my challenge to them always is why waste your time interviewing fake candidates? The goal should be to detect applicant fraudulence long before the interview takes place and we have identified a few trends to keep in mind. The next part of this 4-part series will dig into those areas.
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