What are the most effective ways to verify resume accuracy?

1 Check for consistency

One of the simplest ways to verify resume accuracy is to check for consistency across different sources of information. For example, you can compare the resume with the candidate's LinkedIn profile, portfolio, references, or online presence. Look for any discrepancies or gaps in dates, roles, responsibilities, achievements, education, or skills. If you find any, ask the candidate to clarify or provide evidence. However, be mindful that some differences may be due to cultural or formatting preferences, and not necessarily intentional deception.

3 Conduct background checks

A third way to verify resume accuracy is to conduct background checks on the candidates. Background checks can help you verify the identity, criminal history, credit history, or employment history of the candidates. Depending on the level of detail and scope of the check, you may need the candidate's consent and cooperation. You may also need to partner with a reputable background check provider that can access and handle the information securely and legally. However, be aware that background checks can be costly, time-consuming, and subject to errors or limitations.

4 Ask behavioral questions

A fourth way to verify resume accuracy is to ask behavioral questions during the interview. Behavioral questions are questions that ask the candidate to describe a specific situation, task, action, and result that they experienced in their previous or current roles. Behavioral questions can help you assess the candidate's skills, competencies, and achievements, as well as their honesty and consistency. However, be prepared that some candidates may have rehearsed or embellished their answers, or may have difficulty recalling or articulating their experiences.

5 Seek feedback

A fifth way to verify resume accuracy is to seek feedback from other sources that can provide insights or perspectives on the candidate. For example, you can ask for references from the candidate's former or current employers, managers, colleagues, or clients. You can also ask for referrals from your own network or contacts that may know the candidate or their work. Furthermore, you can solicit feedback from other interviewers or stakeholders that may have interacted with the candidate during the hiring process. However, be respectful and professional when seeking feedback, and avoid asking inappropriate or irrelevant questions.

6 Avoid biases

A sixth way to verify resume accuracy is to avoid biases that may influence your judgment or perception of the candidate. Biases are unconscious or conscious preferences or assumptions that may affect your decision-making or evaluation. For example, you may have biases based on the candidate's name, gender, age, race, nationality, appearance, or accent. You may also have biases based on the candidate's resume format, style, length, or language. To avoid biases, you should use objective and standardized criteria and methods to verify resume accuracy, and seek diverse and balanced opinions and data.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?