Is Recruitment Software Encouraging Fraudulent Applications?
Recruitment software is meant to improve your hiring processes. And in many ways, it does! You can save a lot of time and money by replacing outdated paper methods with automated processes. You can also take advantage of data analysis to help guide the hiring decisions you make.
But one thing that technology is notorious for, is taking away the “human” element from processes. And in some industries, this can be very damaging.
Lead fraud in the advertising industry
If you are an advertiser, you will be familiar with the term “lead fraud”.
Lead fraud can mean many things. For example, if you were to fill in a survey with false details in order to gain a reward, you would be committing lead fraud.
In the advertising industry, lead fraud is a very big problem. According to emerging tech company Databowl, around 25% of data in the lead generation industry is fraudulent or inaccurate!
But how does this apply to recruitment and HR? Is it possible that technology enables lead fraud within our recruitment pipeline?
Lead fraud in the recruitment industry
In 2010, the state of Tennessee’s HR department decided to say goodbye to paper applications, and moved their hiring processes online. So what happened?
“Curiously” said Stephanie Penney, assistant commissioner in the state’s HR office, “people tended to be more untruthful in an online application than on old-fashioned paper applications”. She stated that applicants were lying about important details, such as having a doctoral degree. She also said that applicants were exaggerating their work experience.
Perhaps this isn’t lead fraud as we know it. But it is certainly an example of how technology is creating challenges, as well as opportunities, for employers.
How to keep the integrity of your recruitment pipeline without ditching the software
I am not saying that recruitment software is bad for business. I just think it’s important to highlight some of the new challenges it might present.
So how can you use technology to improve your pipeline, while making sure that candidates are who, and what, they claim to be?
1. Make questions more specific. What worked for Stephanie Penney of Tennessee state, was making questions more specific. For example, instead of asking “do you have two years of experience in social work?”, she started asking “Have you had two years of experience in social work that is specific to investigations into children being abused?”. If your questions are too generic, it is very easy for applicants to make a loose connection to their career experience, and simply tick “yes”.
2. Avoid keyword scanning software. Recruitment software is great for helping you organise candidates, review applications, and save details on file for future. It is not so great for automating the selection process itself. The article on govtech.com cites a paper released by the American Society of Public Administration: “good candidates who do not have the time to pepper [their CV’s] with keywords will be skipped”. Recruitment software should be smart, not robotic.
3. Keep the human element alive. Just because you are receiving CV’s online, doesn’t mean you should distance yourself from potential employees. Keep the human touch alive! Why not post a video on your recruitment site? Or even ask for video applications? Be creative – behind the data there are real people, and if you want to engage them, you need to connect with them.
If you are really struggling to assess how honest your applicants are, then you could check out our three recruitment tips for assessing a candidate’s integrity.
Stay ahead with HR
Get free HR insights, expert tips and exclusive interviews, and start making more impact at work
HR Software Optimised for Beaches or Sofas
What would you do with the unrestricted freedom to work from anywhere? Would you stay in the office, work from your sofa or kick back and work from the comfort of sandy paradise? This 1min video is all about HR software optimised for beaches and sofas. Enjoy!
Will Your HR Software Survive the Mobile Revolution
Why HR Super Heroes Need ‘Responsive Design’
Embark on your most ambitious HR journey to date
This short video takes you through the different ways people helps you work smarter, challenge your abilities and get yourself noticed – all using one simple, stunning cloud-based platform.
What is the Bradford Factor?
Ever wondered how the Bradford Factor formula calculates your employees' absence scores? Check out this graphic to have the Bradford Factor calculation explained to you clearly.
So… Who Exactly ARE You?!
If you like the sound of People, but you’re not familiar with the name… then it’s only natural that you’ll have questions.
6 Reasons People’s HR System Delivers Something Different
So many HR systems claim to be different. But when you actually look at what they offer, it’s easy to see that they’re all selling the same old thing...
See People HR in action
View our short video demo
Get started absolutely free
No credit card required