“I was the final interviewer for a candidate whom I was looking to hire. He had done extremely well in the process, and the whole team wanted to hire him. When I heard his name, I remembered his résumé from three years ago. Upon comparing his old and new résumés, I noticed several discrepancies. I pulled out my original interview notes and went into my meeting. Not only were jobs missing, but the titles had been changed and his compensation was also misrepresented. Needless to say, the interview lasted five minutes. ”
During this economic slowdown, I have had many instances like what Steve Kimball sites.
Are you searching your own applicant tracking system for inconsistencies.
Does your reference check permission form (you do check references, don’t you) give you express permission to contact references on LinkedIn and other social network sites?
Do you do what are called secondary reference checks (Asking applicant references for information about others who may know a candidate’s work)?
There is an enormous amount of data available about job applicants available . . . if you take time to use it.
BTW . . .
You may not have noticed one little detail in the special report, “100 Job Search Tips from Fortune 500 Recruiters ” –all the recruiters that are quoted are from EMC Corp..
EMC Corp created a nice little marketing campaign for itself by creating a 17 page special report and giving it away free.
They create traffic and good will for themselves by giving this little special report away.
Can’t you do something similar?
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