Identity theft has become an active risk within the selection processes in Peru and the region. Applicants who present false documents, job offers that turn out to be fraudulent and fictitious profiles on portals are some of the modalities that affect both companies and candidates.
Faced with this scenario, Trust Services, a firm specialized in providing agile solutions for Recruitment Process Outsourcing (RPO), outsourcing, payroll management and complementary services for talent management, promotes verification controls and a purposeful recruiting approach to mitigate these cases and guarantee safer hiring.
“Currently, technology allows us to get to know the user areas closely and ensure that an applicant’s profile fits not only in capabilities, but also in values and organizational culture,” says Paolo Távara, general director at Trust Services. In this way, the process is not limited to validating only technical experience, but also the coherence between the organizational culture and the talent profile.
Controls against fraud
The risk of fraud in selection or bidding processes is increasingly common. To reduce this, the company implements authenticity filters on applicants’ documents and validates them before presenting them to the client. Additionally, he shares practical advice for companies and candidates:
For organizations: It is important to continuously train selection areas, implement documentary verification protocols and use candidate tracking software.
“Omitting this step can have negative impacts on organizations. That is why we incorporate additional controls and work with a system that automates part of the verification process,” adds Távara.
For applicants: Do not share sensitive information (such as a copy of ID or bank accounts) until the authenticity of the process is confirmed; always check that the portal or the offer belongs to the real company; and be wary of any payment request.
“Confirming the source and maintaining caution with the data that is shared are basic steps to reduce risks,” adds the executive.
Even with these technological advances, Távara emphasizes that human judgment remains key: “Technology supports, but does not replace, the consultant in identity validation or fraud detection,” he says.
Verification from within
At Trust, control processes do not only apply to applicants or the companies with which we work. The firm also conducts internal checks on its entire team, including background validation, references, competencies and values.
“We believe that coherence starts from within. Those who represent the Trust must reflect the same standards of transparency, ethics and reliability that we promote in each service we provide,” highlights Távara.
These internal filters not only seek to prevent risks, but also to strengthen a culture based on trust, responsibility and example, ensuring that each interaction: with clients, candidates or allies; is backed by real integrity.
Warning signs of fake job offers
Távara warns that there are certain common patterns in labor fraud. Among them:
- Suspicious emails: generic addresses (Gmail, Yahoo) instead of corporate accounts.
- Disproportionate promises: salaries well above the market or immediate hiring without interviews.
- Requests for money: charges for exams, training or procedures prior to entry.
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