Have you ever been in a situation where you had to convince a potential candidate to share their credentials before presenting them to your hiring manager or client to vouch for their authenticity?

If so, keep reading this article, as I will walk you through how to articulate this effortlessly with your candidate, so they feel comfortable sharing their details at the initial stage of the hiring process.

 Plus, stay tuned until the end of this session for a handy bonus tip.

 Alright!

I want to start with a disclaimer: 

Not all companies ask for identity or qualification proof at the initial stage. However, most agencies and some corporations make it mandatory as part of their standard hiring practices. This helps streamline the recruiting process and ensures that when clients see a candidate, they are confident in the candidate's authenticity. 

I know convincing candidates to provide photo ID or qualification proof can be a sensitive issue, but with the right approach, you can help them understand the importance and necessity of this request.

 If you are one of those recruiters who practice getting candidates' credentials beforehand, here are 3 strategies and justifications you can use:

1. Explain the Reason for the Request: 

Emphasize that due diligence is part of your hiring process to make sure that all candidates you present to clients are thoroughly vetted in terms of their identity and qualifications. Let them know upfront that you have had experiences in the past where you submitted candidates who turned out to be fake. Tell your candidate respectfully that you value everyone’s time involved and you do not want to waste anyone’s time only to find out at the end that the candidate was not genuine. 

Some clients specifically request that candidates be pre-verified before being presented. This practice helps to avoid fake candidates and ensures that all parties involved are engaging in a legitimate process.

2. Assure Confidentiality and Data Protection: 

Assure your candidates that their details will remain confidential and will only be used for verification purposes. Add that your company complies with data protection laws and regulations (such as the IT Act, GDPR, or CCPA) to safeguard their information.

3. Highlight the Benefits to the Candidate: 

By providing ID proof early, candidates can help speed up the recruitment process, particularly if they reach the offer stage. This also shows that the candidate is being seriously considered, as your agency or company takes extra measures to verify and present the best candidates to clients.

By clearly communicating these points and showing understanding and respect for the candidate's concerns, you can help them feel more comfortable providing their photo ID proof.

However, there will still be some candidates who are reluctant to share their personal details. They may be trying to hide something from you. I usually pass on such candidates.

That said, use your final judgment based on all the conversations you have had with your candidate and how confident you are in their credentials and work experience, and then decide whether or not to move forward with that candidate.

Usually, we have to be more cautious with candidates with less than 10-12 years of experience. The rate of fake cases decreases with the level of seniority.

 Okay!

This leads me to the bonus tip. 

I have crafted below a ready-to-use possible rebuttal to convince your candidates when they ask why they need to share their details, such as photo ID or qualification proof with you.

“We understand that providing a photo ID or other credentials at this stage might seem unusual. However, we have had experiences in the past where we submitted candidates who turned out to be inauthentic. As a result, we have started asking for photo IDs and passport numbers as part of our due diligence to ensure that all candidates we present to clients are thoroughly vetted, maintaining integrity and trust in our recruitment process. Rest assured, your information will be handled confidentially and in compliance with data protection laws. I hope you understand.”

I hope this helps.

Happy Recruiting!