May

In today’s competitive job market, the integrity of the hiring process is paramount. It is said that recruiters spend only eight seconds looking at a CV. This seems inadequate given the time, care, and effort that candidates invest in creating their CVs. After all, the CV is a candidate’s “first impression” to any prospective employer. How much can really be gleaned in eight seconds?
 
The Challenge of Assessing CVs
As part of Verifile's Referencing and Verification product offering, and even more specifically when we run CV Comparisons, we spend significantly more time examining CVs. While numerous online resources help job seekers craft their CVs, the onus is on recruiters and HR professionals to assess and evaluate the truth behind these documents.
 
Innocent “White Lies”?
Many candidates are tempted to insert seemingly harmless “white lies” into their CVs. A survey by ResumeLab, a US-based CV creation service, found that 70% of workers confessed to lying on their CVs, with job titles and responsibilities being the most commonly altered elements. Additionally, common CV lies include stretching employment dates to cover gaps, inflating past salaries, inventing fake employers, and falsifying educational qualifications. These distortions of the truth often go unchecked, but when they do come to light, the damage can be substantial.
A tragic case from earlier this year involved Wayne Brown, the West Midlands Fire Service Chief Fire Officer. He was investigated for claiming to have a Master of Business Administration degree from London South Bank University—a qualification the university had no record of. Tragically, during the investigation, Wayne was found dead at his home. This incident underscores the critical importance of stringent screening processes that could prevent such tragedies by uncovering the truth early on.
 
The Growing Complexity of Verification: Fake References, Degree Mills, and Alibi Mills
The problem of falsified credentials goes beyond simple embellishments on CVs. The job market is facing a sophisticated challenge with the rise of fake references, degree mills, and alibi mills.
 
Fake References
Fake references are a major concern, not just for hiring but for the integrity of professional environments. A recent case involving a former manager from Letchworth Garden City highlighted how fake references were used to lessen their sentencing after committing a £60,000 Covid grant fraud. This example illustrates the extreme lengths individuals will go to deceive, impacting not just employers but also legal and financial systems.
 
Degree Mills
Degree mills, which issue counterfeit qualifications, represent another significant challenge. Candidates might falsify their degree qualifications or even purchase fake degrees from these mills, diluting the value of legitimate academic achievements and undermining the credibility of the hiring process. For over a decade, Verifile has been at the forefront of exposing the dangers posed by these fraudulent establishments. Employers must verify academic credentials rigorously to safeguard against this threat.
 
Alibi Mills
Alibi mills (also referred to as “Reference Houses”) create elaborate fake employment histories, complicating the verification process further. These mills manufacture entire professional backgrounds, making it increasingly difficult for employers to distinguish between genuine and fraudulent candidates. According to the article Fraudulent References and Alibi Mills, these operations cater to a variety of individuals, including fresh graduates, career changers, and those attempting to conceal negative employment histories. Some mills even act as HR departments to verify fake employment. Verifile's comprehensive approach involves leveraging technology and deep verification processes to expose such schemes, ensuring the reliability of employment backgrounds.
 
The Scale of CV Discrepancies
Verifile's own data looking at all the CVs it actually checked in 2022 shows that 60% of them had at least one discrepancy, and 27% had at least one major discrepancy. This highlights the prevalent issue of inaccuracies and falsehoods in job applications, emphasising the need for thorough and ongoing verification processes. It is daunting to think how many undetected cases of fraudulent representation and hollow credentials may be present in offices, schools, hospitals and even court rooms all over the world, simply because an initial CV check was overlooked. Understanding the broader tactics of deception in the job market is crucial. According to the article "The Art of Deception in the Job Market", candidates employ a variety of strategies to embellish their credentials. This resource provides an in-depth analysis of such deceptive practices and emphasises the importance of meticulous screening to counteract these tactics effectively. By referencing this, we can further underline the necessity for robust verification measures.
 
5 Strategies for Effective CV Verification
The complexities and challenges of CV verification highlight the necessity for structured and effective strategies to ensure the integrity of the hiring process. Implementing robust verification methods can significantly reduce the risk of hiring candidates with falsified credentials and enhance the overall quality of recruitment. Below are five essential strategies that organisations can adopt to improve their CV verification processes.
 

1. Utilise a Professional Verification Service

Employing a verification service is a critical step in mitigating recruitment risk. Partnering with a background screening company adds the expertise of professionals who deal with vetting and compliance daily. This not only enhances the accuracy of the verification process but also frees up internal resources to focus on other value-adding activities. The return on investment (ROI) for utilising a quality verification service is seen very quickly. It costs less than employing an in-house team and is more efficient, thanks to access to tried and tested processes and data sources. This efficiency allows for catching significantly more discrepancies, as detailed in the article "Why Background Checks are a Wise Investment for Businesses and HR Teams". 
 

2. Look Out for Loose Language

A careful examination of language and layout in a CV can reveal attempts to mislead. For example, the ‘Education’ section might list:
 
Education:
2015 to 2018 – University College London
Bachelor of Arts in History
 
A fair assumption might be that the candidate graduated with a BA in History. However, the absence of an award outcome (e.g., First Class Pass) or explicit mention of graduation could indicate that the candidate attended the course but did not complete it. Detecting such discrepancies early is crucial.
 

3. Stress Test CV Claims

Just as a “chocolate teapot” is functionally useless despite appearing attractive, so too can CV claims fall apart under scrutiny. For instance, a candidate may claim to have been the President of a university society. While this sounds impressive, it’s essential to understand the context and significance of such roles. Being vigilant about the substance behind these claims is essential.
 

4. Ongoing Screening

Screening should not be a one-time process. Implementing ongoing re-screening policies ensures that any red flags within the workforce are identified and addressed promptly, rather than festering unnoticed. This proactive approach helps maintain a trustworthy and reliable employee base.
Continuous Staff Monitoring solutions or post-employment screening as it is often referred to, involves re-running background checks to identify changes in employees' personal circumstances that may pose risks. Regular monitoring can reveal new information such as criminal records, financial issues, personal conduct on social media or other significant changes, thereby protecting the organisation from potential threats posed by existing employees.
By integrating continuous monitoring, employers can ensure that their workforce remains compliant and trustworthy, addressing issues as they arise and maintaining a safe and productive work environment.
 

5. Building a Culture of Verification

Preventing the next headline-grabbing incident requires a shift in mindset and culture within organisations. The psychology behind choosing to fabricate claims at the highest tier of the professional arena is fascinating. The fact that such claims often go unchecked and slip through the net is even more so. Making candidate vetting a priority and investing in the development of HR and recruitment teams are crucial steps. Attention to detail, investigative rigor, and a naturally curious mindset are classic attributes that Verifile champions. These qualities need to be embedded within the recruiting DNA of all organisations.
 
Conclusion: The Path Forward
The integrity of the hiring process is more important than ever. By implementing comprehensive verification strategies, organisations can safeguard against deceit and ensure that their recruitment decisions are based on truthful and accurate information. This not only protects the organisation from potential harm but also upholds the standards of honesty and integrity in the professional world.
 
At Verifile, we believe that a commitment to thorough verification processes and a culture of transparency are essential for building a trustworthy workforce. Together, we can ensure that the job market remains a place where merit and honesty prevail.

We’re thrilled to share some exciting updates with you regarding our Applicant Tracking System (ATS) integrations. As part of our commitment to continuously enhance your experience and streamline your recruitment processes, we're proud to introduce our latest integrations with Workable, PageUp and Teamtailor.

Broadening Your Choices
These new additions join our existing suite of ATS integrations, including well-known platforms such as Avature, eArcu, Harbour, Tribepad, and more. This expansion ensures you have a broad spectrum of options to seamlessly connect your preferred ATS with Verifile, optimising your background screening process.
 
For Our New and Current Integration Users
If you're already benefiting from an integration with another ATS, this might be a great opportunity to explore what these new options can offer. And if you're on the lookout for more choices or improvements, remember - we're constantly working to extend our integration capabilities. Some of your preferred ATS platforms may already be in development, and we're excited about the future possibilities.
 
Why Integrate?
Here’s a quick reminder of how Verifile’s ATS integration can transform your screening process:

• 🚀 Effortless Order Placement: Place orders within your ATS in just a few clicks, streamlining your workflow and eliminating redundant tasks.
   
• 📈 Streamlined Progress Tracking: Gain real-time insights into each step of the screening process for full transparency and efficiency.
   
• 📑 Instant Final Report Retrieval: Access comprehensive reports directly within your ATS, bypassing the need for multiple platforms or email notifications.

And, Not To Forget
Such integrations don’t just save time; they significantly reduce manual efforts, thereby cutting costs and allowing you to concentrate on securing the finest talent for your organisation.
 
Ready to Enhance Your Recruitment Process?
Curious about these new integrations or interested in a broader discussion about how Verifile can support your recruitment goals? Please reach out to your Verifile Customer Success Manager or our dedicated Customer Service Team. We’re here to help you navigate these new opportunities and ensure you're making the most out of your ATS and Verifile investments.

Verifile, an HR technology company and leading provider of global employee screening and background checks for HR and talent acquisition, wins the King’s Award for International Trade achieving over 100% total growth in overseas sales across a three year period.

This is Verifile’s second King’s Award for Enterprise in recognition of yet another period of outstanding growth.

Verifile, the HR tech specialist, carries out hundreds of thousands of background checks every year for the UK government as well as top private sector firms worldwide and this latest royal seal of approval follows the company’s first Queen’s Award for Enterprise received in 2019.

Verifile has demonstrated significant growth in exports of its industry leading background checks thanks to its ability to adapt to the ever changing needs of the global employee fraud and security landscape, and it’s this business success that has earned the company the prestigious King’s Award.

Eyal Ben-Cohen, Founder and CEO of Verifile, said: “Winning the Queen’s Award for Enterprise in 2019 was a huge honour for everyone at Verifile so to now win a King’s Award for Enterprise five years later and extend our royal seal of approval is testament to our commitment to combatting fraud and improving the safety and security of businesses all over the world.

“Our screening solutions are relied upon by companies to protect their business operations, employees, and potential candidates and this is at the heart of everything we do at Verifile. We have been able to grow the business and deliver sustained eight years of growth in an extremely challenging economic climate, including a global pandemic and Brexit, so to be recognised for this achievement means a great deal to everyone at Verifile.”

Nick Kier is a Deputy Lieutenant and Chair of the panel for The King’s Awards for Enterprise in Bedfordshire. Nick said: “Winning a King’s Award for Enterprise in International Trade for a second time is a considerable achievement and I would like to congratulate everyone at Verifile on yet again winning the highest business award available. In business terms it is the equivalent of winning an MBE.

“In order to even apply, yet alone win, Verifile needed to demonstrate three consecutive years of outstanding growth in international trade, no mean feat with today’s financial uncertainty. Yet, winning the King’s Award shows that Verifile has been able not only to weather the economic storms, but steer the ship across smooth waters to grow its business and achieve a total of eight years of significant growth.”

The King’s Awards for Enterprise, previously known as The Queen’s Awards for Enterprise, were renamed last year to reflect His Majesty The King’s desire to continue the legacy of HM Queen Elizabeth II’s by recognising outstanding UK businesses. The Award programme, now in its 58th year, is the most prestigious business award in the country, with successful businesses able to use the esteemed King’s Award emblem for the next five years.

About Verifile

Verifile is on a mission to make the world a more honest and safer place. The company exists to empower businesses to make fully informed decisions quickly and efficiently by combining accurate

data with a human touch. Verifile believes in a world in which honesty and openness prevail and champions truth and accuracy. This ethos is the driving force behind Verifile.

Powered by Verifile’s own specialist background screening software as a service platform, the company specialises in employee screening and background checks helping businesses all over the world combat fraud and protect their business operations, employees, and customers.

Verifile’s technology delivers highest standard of accuracy with 96% of Verifile’s reference checks are returned with a response from a valid source compared to an industry average of 60-80%.

Headquartered in Bedford, England, Verifile has a team of over 160 highly qualified experts, supporting HR and talent acquisition professionals with the recruitment process and beyond.

Verifile was founded by Cranfield University entrepreneur of the year Eyal Ben Cohen because of two unconnected events that would highlight a problem not currently being solved.

In 2003, a driver working for Brinks Israel, the armed security providers, made off with nearly five million shekels. The driver, Saguy Unger, had used a false identity to get the job at Brinks just two weeks earlier, masking the fact he had a criminal record. Brinks’ alleged sophisticated pre-employment screening techniques had failed because the obvious first step of checking Unger’s identity had been overlooked.

Days later, also in Israel, Eyal Ben Cohen was preparing to move to England to begin studying for an MBA at Cranfield University requiring him to change the address on his identity card. This seemingly simple process saw him standing in line for three hours. The combination of the two events got Eyal thinking; the scrutiny and bureaucracy involved with a simple change of address versus the lack of attention paid to a recruitment process which allowed someone to commit armed robbery.

And so, the idea for Verifile was born, and, while studying for his MBA at Cranfield University, Eyal set about turning theory into reality – in the shape of Verifile.