Imagine you were a consultant falsely providing a degree on your resume you did not receive, or if you had a a criminal theft conviction case you didn’t admit to having. Does your heart skip a beat when you find out a background check will be conducted? No doubt it is not good news when our client’s candidates find we are doing their background check. Let the restless nights begin.
We’ve noticed common tactics deceptive candidates display. It’s one of the advantages of a full service operation, we answer our phones when job candidates call, and we take notice.
Intelligence Gathering: First they look us up online trying to figure out just how thorough we are. It’s probably not good news when they find out we are an investigation company. They will spend time asking the hiring company questions about what type of background check will be performed. If they have been deceptive with a degree claim, they’ll be relieved if you tell them you are only doing a criminal background check. About 20% of job candidates are falsifying degrees.
Recon: We are called by candidates and they ask about “scope” of our background such as “How far back does your background check go?” Typically we get a lot of questions starting off about turnaround but once the dialog is started off with more benign questions, the more detailed questions soon follow. Luckily investigators here are trained to ask questions such as “Why do you ask?” instead of answering details.
Sabotage: This is the most interesting tactic. Sabotage of the background check includes obstruction and disruption in an effort to remove our efficiency in finding out the deception a candidate is hiding. In a sense the job candidate is trying to change the conditions of our investigation. I wrote about the Candidate Squeeze in a previous blog article. The squeeze is the delay caused by deceptive candidates in order to limit our time in performing the background. They delay to give themselves time to figure out if and how they can beat the background, look up legal protections and whether we can report information we find, and also to build a personal relationship with the employer.
See the “Snowden – Believing Deceptive Candidates” for the dangers of losing your neutrality with job candidates.
The delays in turning in initial paperwork also turn into more delays with providing poof of claims when we are unable to confirm information provided.
Diversion is part of the sabotage. See the most recent comic strip story “I Was Framed – Career Criminal” . A candidate claimed a death in the family instead of going to the police station to clear up an identity issue.
The employer is more susceptible to ignoring the deceptive job candidate tactics because of frequency. Because of our volume we are experiencing these tactics everyday and notice patterns of behavior. If you are an employer hiring infrequently, you are more likely to be susceptible to these tactics. Just remember an honest person doesn’t need to practice any of these tactics to pass a background check.
We understand some victims of identity theft and especially common named candidates may be genuinely concerned about false positive results. We invite anyone with questions about their background check to call or email us. We do not think every candidate contact us is a deceptive candidate. This is why extra diligence is so important with background checks. Diligence allows us to uncover the truth and determine whether a candidate is innocent or deceptive.