According to industry sources, between 12-15% of all CVs in the marketplace are fake. The main areas for fabrication are skills, technical knowledge, work experience, salary, designation qualification and references. The temptation of high exposure and high salary IT jobs many job aspirants to fudge academic or experience details in their CVs.
However, companies are taking stringent action against such people. There are rigid measures in place to curb the issue of fake credentials. Most of the firms resort to terminating the employee’s service without any prior notice if at any point of service he/she is found to take credentials. At Cognizant the policy with regards to negative references checks is that of zero-tolerance. They initiate a reference check well before an employee joins the organization. If the process takes longer, they ensure that it is completed within days of an employee coming on board. If the reference check is negative for such employees, they are asked to leave the organization with immediate effect and withdraw their access to office facilities. Cognizant also keeps their customers duly informed about any such occurrences. This eliminates the possibility of an employee with a questionable background serving a long stint at Cognizant.
As part of HR policy, any amount of service to the organization does not hold good, if at any point the candidate is found with Fake credentials. The employee will be terminated without any notice period by many such organizations.
Before taking an employee on board, companies have austere measures in place to avoid such situations later. As the first step, they always write to the previous company where the candidate has worked and verify the credentials before the offer letter is issued. As a second step, after the candidate joins, they write to their present employer to verify his/her credentials. They also have reference checks as a part of verification process. This is something they do before the candidates joins the company. The services of third-party firms are availed to carry out thorough background checks of prospective as well as inducted employees. This involves processes ranging from cross checking with the HR manager of the previous organization to digging out pertinent information from their respective colleges.
MerritTrac adopts a prolonged step; a screening exercise, which ascertains the profile match. This is followed up with an assessment of aptitude, skills and knowledge, using assessments designed for the particular role. Successful candidates are put through functional and HR interviews and a diligent background reference check is conducted before a candidate is offered the job. A zero tolerance policy ensures that fake CVs are kept at bay.
The corporate world is trying hard to nip this problem. Scientific assessment is obviously the most important element in eradicating this problem but the whole recruiting process needs to be geared up to leave no loose ends. CV screening should act as a first checkpoint, followed by scientific testing of skills, personal interviews and thorough reference checks. Apart from this, efficient vendor identification and management of talent sources is essential.
Now companies are putting in place firm rules for employee verification and are making it a very stringent procedure to avoid embarrassment in future. The solution will not come in the short run since the incidence of it seems to be getting bigger with each passing year. Verification services will be in high demand but India’s mammoth numbers cannot ensure 100% coverage. Initiatives like national skills registry by NASSCOM and other such long-term initiative, which are industry-wide, can help solve such issues.