Handling Suspicious Candidates: A Recruiter’s Dilemma

In the world of recruitment, we often find ourselves navigating through a myriad of situations that challenge our instincts and skills. One such scenario that many recruiters may encounter is dealing with a suspicious candidate. Recently, I found myself in a situation that raised several red flags, and I wanted to share my experience while inviting fellow recruiters to weigh in on how they handle similar situations.

The Candidate in Question

Currently, I am working in-house as a Talent Acquisition (TA) professional for a highly technical role. A candidate applied, and at first glance, everything seemed perfect: a flawless resume, impressive qualifications, and a background that aligned perfectly with the job requirements. However, there was one glaring issue - the candidate had a super common name and no LinkedIn profile to verify their identity or professional history.

To schedule an interview, I called the number listed on the resume. To my surprise, the person who answered didn’t speak English well and requested a translator. Their responses were odd and somewhat off-putting. Following this, I sent an email to schedule the meeting, which was met with a well-written response. However, when I called back to confirm details, a different person answered, sounding exceptionally professional and polished. When I mentioned the previous call, they claimed I must have dialed a wrong number, which felt like a flimsy excuse given that I had copied the number directly.

The virtual interview took place shortly after, and the candidate who showed up appeared competent, answering technical questions with ease. Yet, despite their qualifications, my seasoned recruiter instincts were on high alert.

Seeking Guidance

Feeling uneasy, I reached out to the hiring manager (HM) to discuss my concerns. Ultimately, while I lacked concrete evidence that the candidate was not who they claimed to be, the combination of unusual phone interactions and the absence of a digital footprint made me wary. We decided to proceed with the candidate out of courtesy, but agreed to keep a close eye on their progress.

How Would You Handle This?

This situation made me ponder how other recruiters approach similar dilemmas. Here are some insights from the recruitment community:

Trust Your Instincts

Many seasoned recruiters echoed the sentiment to trust your gut feeling. If something feels off, it often is. The inconsistencies in communication, such as different people answering the phone, can be significant red flags. It’s essential to maintain a cautious approach, especially when the candidate’s background is challenging to verify.

Implement a Robust Background Check Process

Several recruiters suggested strengthening the background check process. Informing candidates that your HR team will contact previous employers to verify their tenure and job title can deter potential fraudsters. If a candidate has fabricated their resume, they may be too intimidated to proceed when faced with this level of scrutiny.

Consider In-Person Meetings

Another practical suggestion was to arrange an in-person meeting or at least a video call where you can gauge the candidate’s authenticity better. This personal touch can often reveal more about a candidate than a virtual platform can provide.

Conclusion

Recruiting is not just about filling positions; it’s about finding the right fit for both the candidate and the organization. When faced with suspicion, it’s vital to balance intuition with a structured approach to verification. By sharing our experiences and strategies, we can collectively enhance our recruitment practices.

How do you handle suspicious candidates? I’d love to hear your thoughts and experiences in the comments below!