According to a new study, employers are having a hard time dealing with the influx of identity fraud and false credentials. They also have to deal with AI-based applications, as well as undeclared convictions.
HireRight, a background screening service firm, argues that 90% of EMEA employers report finding discrepancies in their candidate screening processes.
In a survey of 1,000 professionals in HR, talent acquisition, and risk management, the most inconsistent information was found in previous employment (64%) and educational credentials (47%). Additionally, 22% of employers discovered undeclared convictions when they conducted criminal records checks on their candidates.
Only three out of five respondents worldwide said that their company performed identity checks during pre-employment screening.
One in six respondents reported that their company had experienced ID fraud during the hiring process. Another three out of ten were unsure.
Nearly two-fifths of respondents worldwide said that they, on average found at least one discrepancy for every 20 candidates. 13 % of respondents said that they usually found a discrepancy for every five candidates.
In the last 12 months, more respondents in EMEA had noticed discrepancies with their candidates’ educational credentials. 47% said this was the area where discrepancies are most common.
APAC (72%) as well as EMEA (64%) reported consistently high numbers of discrepancies in the employment verification process.
The inaccuracies ranged from the innocent and unintentional, such as employment dates that were off by a few months, or job titles that did not match exactly what the candidate said, to the devious and intentional, such as fabricated job titles, or claims of higher-ranking positions.
The research found that employers’ biggest recruitment challenges in 2024 will be candidates dropping out of the process if remote work is not offered.
In the EMEA region, this issue was cited by more than twice as many respondents as in last year’s findings.
Next, positions that remain unfilled for three-six months in North America and APAC and understaffing of HR/recruitment departments (EMEA) are the most common challenges.
The majority of companies are also unsure about how to react to candidates who use generative AI during the hiring process. Seven out of ten respondents worldwide said that their company is undecided about their view on candidates who use generative AI to help with their resumes or job applications.
Employers also stated that the biggest talent acquisition challenge for 2025 is finding qualified candidates.
In the coming year, more than half of respondents said that their greatest challenge in talent acquisition will be sourcing candidates who have the skills they need.
The research also found that employers were concerned about candidates who ‘ghost’ (or are non-responsive) their potential employers, or receiving multiple job offers simultaneously. They were also worried about not being able to meet their expectations in terms of pay and benefits. The research found that more employers expected an increase in office work this year.
Peter Cleverton is the executive vice president of international at HireRight. He said: “With 9 out of 10 companies in EMEA identifying discrepancies, it’s evident that employers face increasing challenges, especially as identity fraud and AI-assisted applications become more common.
Our latest Global Benchmark Report highlights that organisations must review their screening packages and processes to carefully evaluate the use of AI in both hiring practices as well as candidate applications. He added that as the landscape changes, building an effective and secure workforce will require trust, transparency, and vigilance.
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