Should employers be concerned about false references?
False references on an application should be a grave concern of employers. We believe that most people will behave in your employment as they have behaved for previous employers. Even more egregious is the act of falsifying your employment application documents. If an individual falsifies your company documents before being hired, you can imagine how they might engage in untruthful behavior after you hire them.
Below is a summary of an article in HR Magazine. We have added some additional comments in various places. We encourage you to read the article in its entirety.
References are an essential part of the pre-employment screening process for all companies. Verifying the experience and credentials of an applicant can provide valuable insight into their potential employee’s integrity.
If an applicant is found to have provided a false reference to gain employment, their integrity should immediately come into question. [R&A Comment – We have a blog post here that discusses the timing of performing background checks.]
References: What you need to know
Three reasons why some individuals provide a false reference
There is a gap in their career history: Fake references can be used to cover a period of unemployment that the candidate can’t explain or doesn’t want to. Instead of being honest and transparent they embellish previous job roles. [R&A Comment – We have even see manipulation of hire and departure dates to cover up time in prison.]
They want to embellish their experience or position titles. If applicants aren’t qualified for a specific role, many might opt for a false reference to make them appear more desirable, grossly misleading a potential employer.
They want to hide an adverse reason for leaving their previous employment.
Getting real about references
Should standard references be scrapped?
Why employers should know about reference houses
While focusing on spotting a fake reference before the problem escalates, it’s also important for employers and HR professionals to know where false applications might have originated from, so they can identify and tackle them in future.
This is where reference houses come to the fore. In a digital-first world, fraudulent reference houses continue to grow in popularity with the criminals behind these enterprises, taking advantage of being able to operate remotely and create the required false paperwork or evidence.
Reference houses are typically set up to supply false information directly to a potential employer on behalf of an applicant in exchange for money. The criminals themselves will even go as far as to answer phone calls to confirm a candidate’s history or qualifications. They may also conduct their fraudulent operation via a website, giving the impression of a legitimate company, to alleviate any suspicions during the all-important pre-employment screening checks.
Top tips to identify false references
Don’t be afraid to question any discrepancies.
Ask yourself, is the letter on headed paper or is the reference email a corporate address – rather than Gmail or Hotmail – for example?
What about the formatting? Also, do the referee’s details match-up online?
Cross-reference the application form to the CV. It isn’t uncommon for the latter to not have been updated and contain details of legitimate employment roles that can be followed up.
Review sites that job seekers might use, such as LinkedIn. If the employment history doesn’t fit with a candidate’s application form, question and investigate further.
Keep an open mind and don’t make assumptions without delving deeper. Candidates of all ages and varying levels of expertise and experience can use a false reference.
If there’s a lack of expertise within an organization to identify suspicious applications during the recruitment process, consider utilizing the services of a vetting specialist to help undertake these checks.
Trust your judgement. If something doesn’t look right, always carry out additional checks.
For employers, it’s critical to conduct diligent screening checks throughout every stage of the employee lifecycle – regardless of job title or length of service. This is where the HR function can continue to make a real difference in relation to workplace wellbeing and safety. Ensuring there is the correct amount of investment to mitigate the threat of insider fraud will not only protect workforces, but future-proof organizations to tackle further threats.
James P. Randisi, President of Randisi & Associates, Inc., has been helping employers protect their clients, workforce and reputation through implementation of employment screening and drug testing programs since 1999. This post does not constitute legal advice. Randisi & Associates, Inc. is not a law firm. Always contact competent employment legal counsel. To learn more about the rights of employees who test positive for marijuana, Mr. Randisi can be contacted by phone at 410.494.0232 or Email: info@randisiandassociates.com or the website at randisi
