In my previous blog “Judging SAP talent – Can social media make a difference?” I spoke to the various options open to a skilled SAP resource for getting their name out there. I was subsequently asked how do I know whether the linked in profile is genuine and how do I know that the recommendations are genuine…
It is truly sad that it has come to this but the sad fact is that there are those unprofessional cheats out there that employ underhanded tactics to enhance their chances of winning the contract. These tactics include:
- Getting someone else more skilled to field the verbal interview. As an example: I had a project manager tell me a story of a consultant that he personally interviewed and he spoke great English and new his stuff. When he landed in the US and arrived on site it was clear that it was not the same person as he could hardly speak a word of English… That same person only lasted a week on site before being sent packing but in the meantime managed to drive the rental car through a brick wall in to a pool… That’s a side story but all too funny (except if you are the pool owner!)
- Creating a fake resume with false claims and projects on them highlighting experience that they simply do not have. As an example: I run the website ERPGenie.COM and in the good old days I used to receive resumes via email and post them to the site manually (today you just register as a job seeker and post it yourself for free). Well, I received a resume from the consulting company that I worked for asking me to check to see if this person is any good with workflow and to do a technical interview with them. When I got the resume I recognized the name and went to ERPGenie to check it out and sure enought the projects coincided so the guy was the same guy. Unfortunately for him the resume on ERPGenie had no mention of workflow whatsoever whereas the one applying for the workflow position had workflow at each project… Which do you believe. NEXT!!!!
- Manipulating the social media. How do they do this? Creating a profile that is made up of fake references and experience and then creating “phantom” people that create excellent reviews the candidate making them look exceptional.
- Other ways —- I am not a recruiter so please share in the comments section other ways that people cheat the system and I’ll include them here…
So, the legitimate candidates now how to jump through hoops to “prove” their abilities to recruiters and potential clients because these cheaters have tainted the profession.
What can you do you, as an honest SAP professional, to ensure you are found to be legitimate? This is an easy one: DON’T LIE!!!
What can a recruiter or client do to ensure the candidate they are reviewing is who they say they are? This is more difficult and the unscrupulous will only be found out once they arive on site. In any case here are a few tips to qualify someone:
- Schedule a phone interview as soon as you can with the candidate. As soon as you do the interview also make sure you have a technical interview lined up at the same time. Listen for a change of pace in the answers. Don’t allow time for discussion in the background and anyone else on the line is a no-no.
- Research the social modia thoroughly. Click on the profiles of the people providing recommendations on LinkedIn, as an example. Check that they held the position they say they held and check that they endorsed other people as well and check those people’s profiles. If you find several endorsements and follw the trail 3 to 4 deep and they all pan out then it’s most likely they are legitimate. If it’s only 1 or 2 levels with little detail at each and no reach outside the 2 levels then be wary.
- Check Google or other search engines for posts by the candidate on forums to see at what level they are asking questions. If they are asking beginner type questions then be wary or at least understand what you are getting in to.
- What can you do about a fake resume? Not much. Check the references, that’s about it.
- Other ways —- I am not a recruiter so please share in the comments section other ways that you use to ensure a good candidate and I’ll include them here…
Once a candidate is found to be dishonest they are obviously flagged in each of the recruiting agencies as such but there is no colaboration between these or websites to blacklist them. If only this were in place we’d be able to clean up this industry!
I would certainly like to hear comments from the recruiters out there as to how they combat these issues and even if they care about them.