As the need for professionals in the information technology industry increases many companies seek H1-b workers or those in the OPT program. However, due to talent competition, many organizations have fallen prey to fake employees. None or fake documents can be produced by some candidates hence becoming a danger to your company. Employers need to be on the lookout for candidates who are involved in scams to ensure they do not fall victim as well as hiring the best talent in the market.
Recognizing the Scam
The procedure for the recruitment of foreign talent in the United States may be rigorous, and even though several applicants are genuine, some will want to defraud the recruiters. Here are common red flags to look for:
- Demand for Cutting-Edge Skills: The candidate applies for a role that requires highly specialized or emerging technology expertise, often difficult to fill.
- Claims of Rare Skills: The candidate asserts they possess rare, high-demand skills but provides little evidence or experience to back it up.
- Targeting Companies with High Demand: The candidate often seeks employment with companies facing immediate needs in these skill areas, particularly those under pressure to fill technical roles quickly.
- Preference for Contract Work: They prefer contract work over full-time positions, which may allow them to evade scrutiny more easily.
- Unusually Low Salary Expectations: The candidate’s salary expectations are suspiciously low compared to the market value for the role, which can indicate a lack of proper qualifications.
These characteristics, either in isolation or together, are often associated with fraudulent employment scams. If you notice these signs in your hiring process, it’s important to proceed with caution.
The Culprits Behind the Scams
Fraudulent candidates typically enter the system through staffing firms or subcontractors, which complicates accountability. These candidates often have OPT status and are presented as highly experienced job applicants. However, their skills and experience may not align with the job requirements.
- OPT Candidates: These international students are authorized to work temporarily in the U.S., but some are presented as seasoned professionals, with limited or no relevant experience. They often accept positions at below-market wages, which makes them attractive to employers seeking to cut costs.
- Inexperienced or Unqualified Workers: These candidates may have basic knowledge of certain technologies but lack the in-depth expertise needed for the positions. While they may perform well in interviews, they may struggle in real-world job scenarios.
Protecting Your Organization from Fraudulent Hires
Given the prevalence of such scams, it’s essential to have processes in place to verify the legitimacy of your candidates. Here are steps employers can take to protect their business:
- Avoid Hiring Through Sub-Vendors: It’s safer to work with reputable vendors who have a proven track record. Subcontractors may be less transparent and harder to hold accountable.
- Conduct Face-to-Face Interviews: Whenever possible, arrange in-person or video interviews to assess the candidate’s qualifications and ensure their experience aligns with the job requirements. This allows you to gauge their communication skills, technical knowledge, and overall suitability.
- Verify Candidate Identity: Request a valid photo ID early in the hiring process. This helps ensure that the person you are interviewing matches the details on their resume.
- Request Documentation: Always ask for copies of the candidate’s passport, visa, and I-94 records to verify their immigration status and work authorization dates. Cross-check these documents with the dates on the resume and application form to look for discrepancies.
- Verify Credentials and Background: Don’t just rely on the documents provided. Contact educational institutions and previous employers to confirm the candidate’s qualifications and work history. Utilize third-party services that specialize in credential verification if needed.
Stay Updated and Informed
As document forgery becomes more sophisticated, employers must stay informed about the latest fraud schemes. Keep your hiring processes up-to-date, conduct regular training for your HR and hiring teams, and remain diligent when reviewing documents.
U.S. Citizenship and Immigration Services (USCIS) states that while employers are not expected to be document experts, they must take reasonable steps to verify that documents appear legitimate. If there are any doubts about the authenticity of a candidate’s credentials or immigration status, it’s better to err on the side of caution.
Hiring foreign talent through H-1B or OPT programs can be an excellent way to access high-demand skills, but it’s essential to protect your organization from potential fraud. By recognizing common red flags, verifying documents carefully, and working with trusted vendors, you can mitigate the risks associated with fraudulent hires. A proactive approach to candidate verification helps safeguard your company and ensures you are bringing in the best talent for your needs.
