182-white papers-quest whitepaper_fraudulent cvs_final 010715[2]-183

8/19/2019 182-White Papers-QUEST WHITEPAPER_Fraudulent CVs_Final 010715[2]-183

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Copyright © 2014, Quest Staffing Solutions (Pty) Ltd

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A REPORT ON THE CULTURE OF DISHONESTY -

FRAUDULENT QUALIFICATION & FALSIFIEDCURRICULUM VITAE

WHITE PAPER


2/20Copyright © 2015, Quest Staffing Solutions (Pty) Ltd

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Contents

1. Abstract/Executive Summary ..........................................................................................2

2. Introduction ......................................................................................................................3

2.1 International landscape ...............................................................................................4

2.2 The South African context ...........................................................................................7

2.3 South African examples of CV fraud ............................................................................8

3. Why do job-seekers lie about their qualifications? .......................................................9

3.1 Access to tertiary education and the global job market ................................................9

3.2 Desperation for employment .....................................................................................11

3.3 Generation Y .............................................................................................................11

4. Repercussions for job-seekers or employees falsifying their CV’s............................12

4.1 International precedent ..............................................................................................13

4.2 Warnings of jail time for SA fraudsters .......................................................................14

5. Repercussions for business .........................................................................................14

6. Opportunities to combat CV and qualification fraud ................................................... 15

6.1. Using reputable employment agencies and background screening companies .........15

7. Summary .........................................................................................................................16

8. Call to action ..................................................................................................................17

9. About Quest Staffing Solutions ....................................................................................18

10. Authors ...........................................................................................................................18



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1. Abstract/Executive Summary

This white paper sets out to discuss the prominence of CV and qualification fraud

across the globe - and within the local South African context - as well as the solutionswhich are available in the market to combat the growing concern for business.

Through this research, Quest Staffing Solutions - South Africa’s leader in customised

staffing solutions within the white-collar recruitment industry - has identified the

manifestation of a culture of dishonesty and desperation amongst job-seekers. As a

result of unemployment, an increasingly competitive global job market, limited access

to tertiary education, as well as a sense of entitlement amongst Generation Y who are

infiltrating the workforce, temptation to falsify CVs and qualifications has reached a

peak.

A 2005 report, from the Observatory on Borderless Higher Education, found that

almost every country with a university system has in the past few years recorded

growing fraud cases across the higher education "supply chain".

This worsening problem is emphasised by the findings of a South African background

screening company which has revealed that qualification fraud in South Africa hasincreased by a staggering 200% from 2009 to 2014.

In response to the growing demand for falsified educational documents, opportunistic

fraudsters and syndicates involved in creating and selling fake identification documents

like ID books and passports have now expanded their business into the lucrative

market of fake certificates, diplomas, degrees, and even doctorate qualifications. Often

citing existing education institutions, qualifications claimed to be obtained at an African

or internationally-based institutions have been found to be fraudulent 45% of the time

(according to South Africa’s largest background screening company).

In some countries such as South Africa and the USA, certain industries are at higher

risk of employing dishonest candidates who have committed CV or qualification fraud

to secure employment. Such industries include trade sector in South Africa and

financial services in the USA.

Given the exposure of high profile individuals who have stood accused or been foundguilty of CV and qualification fraud in recent years, the serious nature of the action as a



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form of fraud has been set through cases resulting in prosecution – of between five and

10 years in South Africa specifically.

In response to these findings, Quest Staffing Solutions has made a call on businesses

- and small to medium sized businesses in particular - to utilise the solutions provided

by reputable organisations. Such service providers include screening and verification

companies as well as staffing and recruitment agencies who are able to verify the

validity of the professional and academic claims of job-seekers.

In addition, Quest Staffing Solutions appeals to government to continue working

towards creating employment and skills development opportunities for South Africans,

as well as to fellow recruitment industry members to communicate the serious nature of

CV and qualification fraud to job-seekers.

2. Introduction

Curriculum Vitae (CV) and qualification fraud has become a worldwide epidemic.

The word ‘epidemic’ is generally used to describe the widespread occurrence of an

infectious disease in a community at a particular time. To describe CV and qualification

fraud as having reached epidemic proportions therefore emphasises the severity and

extensive reach of this problem.

CV fraud refers to any act which involves providing fictitious, exaggerated, or otherwise

misleading information in a job application or CV.

While the majority of CVs contain minor faults or inconsistencies - such as slightly

inaccurate dates or timelines, the enhancing of job titles or the exaggeration of

achievements - others contain gross qualification or experience misrepresentations.

These misrepresentations range from the altering of symbols on certificates and

fabricated work histories, to the inclusion of matric certificates, degrees and even

doctorates which the candidate or employee has not obtained through the honest and

legitimate channels.

With the increased demand for fake qualifications, criminal syndicates that have

specialised in fake ID documents and passports in the past, have begun expanding

their business into the lucrative market of qualification fraud.



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Research conducted by South African background screening company Managed

Integrity Evaluation (MIE) - included in the company’s Background Screening Index

2014 - highlights that there are almost 700 “degree mills” worldwide with the list

continuing to grow each year.

These “degree mills” include websites that offer fraudulent certificates whilst posing as

legitimate tertiary institutions, as well as websites which openly sell fake degrees and

qualifications - marketed as “Realistic and Affordable” - for around $60 (over R700).

Surprisingly, CV fraud is not only committed by the bottom end of the market, those

who are desperate for a job which requires a matric certificate for example. Job-

seekers across the board are placed under severe pressure to secure a job and steady

income. The limited number of opportunities available in the workplace as well as

tough competition amongst peers has also resulted in increasing CV and qualification

fraud in top management positions, by individuals who are often decision makers in

their respective fields.

2.1 International landscape

Growing in prominence, CV fraud is a threat to businesses in each and every countryacross the world. A few examples of countries gathering data on the prominence of CV

fraud are India, the USA and the UK.

INDIA

India is one of the countries which has been hardest hit by CV fraud with First

Advantage - a technology company specialising in employee screening and verification

globally - estimating that one in every 10 candidates provides some kind of false

information in his or her CV.

A survey by Indian background screening company, AuthBridge, also found that nearly

one in five of those working in the Indian Information Technology (IT) industry had

falsified some or other information on their CV in the year 2012/13. The survey also

revealed that as many as 51% had submitted fake education documents.



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THE USA

In 2010, George Gollin, a board member of the USA-based Council for Higher

Education Accreditation, revealed to CNN that he estimated that more than 100 000

fake degrees are sold each year in the USA alone. Of those, Gollin said that around

one third were postgraduate degrees and would typically cost $1 000 (in excess of R12

000) each.

In terms of greater economic consequences, American background investigations

company, Employment Screening Service (ESS), has stated that because job-seekers

who don’t have a degree or high-demand skill, lie on their CV and are therefore more

likely to misrepresent issues on the job because they may not hold the required skills.

ESS notes that CV fraud in the USA costs employers in the ballpark of $600 billion

(approximately R7.2 trillion) annually.

In addition to presenting a higher risk of committing fraud within the business, a

candidate who has submitted a fraudulent CV and was awarded the position can pose

serious risk of liability for their employer. A company who employs someone who is

unqualified to do a job can be sued for negligence by customers or patients if anyone is

harmed as a result of their misconduct.

Revealing that CV fraud takes place at even the highest levels within a business

(executives), a 2001 Christian & Timbers (renamed CTPartners) survey of more than 7

000 applicants for executive positions found that 23% misrepresented personal

information. The performance-based executive search firm also noted that from the

pool who misrepresented personal information, 71% lied about length of service, 64%

lied about accomplishments, 60% exaggerated managerial experience, 52% identified

mere attendance at college as a degree, 48% overstated job responsibilities, and 41%

omitted negative employment experiences.

A nationwide survey, which was conducted online by Harris Poll on behalf of

CareerBuilder from May 13 to June 6, 2014, included a representative sample of 2 188

hiring managers and human resource professionals across industries and company

sizes in the USA.

Survey respondents noted that certain lies or embellishments are more prevalent thanothers (findings below).



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CV lie Prevalence

Embellished skill set 57%

Embellished responsibilities 55%

Dates of employment 42%

Job title 34%

Academic degree 33%

Companies worked for 26%

Accolades / awards 18%

While survey respondents had uncovered CV lies submitted for jobs of all types, levels

and industries, some reported a higher rate of CV fraud than others. The survey found

that employers in the certain industries experienced more CV fraud than others

(findings below).

Industry Prevalence

Financial Services 73%

Leisure and Hospitality 71%

Information Technology 63%

Health Care (more than 50 staff) 63%

Retail 59%

THE UK

Following a sharp rise in employment-related fraud in 2014, with prosecutions soaring

by almost 60% in 12 months, UK students were threatened with jail time for

embellishing their CVs. This was amid growing concerns that graduates may be

tempted to tell ‘white lies’ in order to advance in the job market.



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In 2014, 63% of all the confirmed employment fraud reported to the UK's Fraud

Prevention Service, the Credit Industry Fraud Avoidance System (CIFAS), involved

lying about education, former employment or qualifications.

In another study by the Risk Advisory Group of 3 000 candidates, it was revealed that

CVs submitted for job applications in the British financial services sector contained at

least three lies.

2.2 The South African context

By no means is South Africa exempt from the increasing occurrence of CV fraud, on

the contrary, CV fraud is on the rise with a number of high profile cases of suspected

and confirmed CV falsifications coming into the spot light in recent times.

Statistics from South Africa’s largest background screening company, Managed

Integrity Evaluation (MIE), over the period 2010 to 2012 showed a gradual - but steady

- increase in the number of matric certificates that indicate risk during their verification

process, growing by 1% every year from 21% in 2010.

According to MIE results from 2.3 million checks conducted in the private and public

sectors in 2012, 16% did not disclose a criminal record or had listed fake qualifications

on their CV.

The company has since revealed that in the past five years (2009 – 2014), qualification

fraud in South Africa has increased by a staggering 200%.

As is the case in the USA, certain industries in South Africa hold higher risk of being

forged or invalid. MIE recently revealed that the biggest culprits are those in the trade

industry such as boilermakers, electricians, plumbers, millwrights, riggers and slingers,

machinists, forklift operators and fitter and turners. Although these careers require a

great deal of practical experience, safety and business procedures need to be taken

into account and - if the candidate or employee is not appropriately qualified - could

therefore be at risk.

Qualifications such as matric certificates, short courses of between six and 12 months

as well as Bachelor of Commerce, Bachelor of Arts and Bachelor of Science degrees



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were also noted as high risk for employers. MIE identified an increase in the forging of

these qualifications.

Emphasising the severity of the problem, the Southern African Fraud Prevention

Service reported that in 2013, 1 751 cases of employee fraud had been listed on the

organisation's Shamwari fraud database. This database is available to members of the

SAFPS to check whether a person has been listed for fraudulent activity.

2.3 South African examples of CV fraud

A particularly concerning case of CV fraud in South Africa was in 2011 when 92

teachers in KwaZulu-Natal were found to have used fake qualifications to secure their

posts at local schools.

A year later, in 2012, South African Public Protector Thuli Madonsela found that the

South African Broadcasting Corporation (SABC) Chief Operating Officer, Hlaudi

Motsoeneng had fraudulently represented his qualifications when he gained

employment at the SABC.

Former SABC board chairwoman, Ellen Tshabalala then also tendered her resignation

after it emerged - in July 2014 - that she allegedly lied on her CV when she applied for

the post. Tshabalala claimed she graduated from the University of South Africa

(UNISA) with a BComm and a postgraduate diploma in labour relations, both of which

could not be verified.

At an even higher level, South Africa’s ambassador to Japan, Mohau Pheko, admitted

in February 2015 that she had misrepresented herself on her CV, stating that she had

a PhD when she had not completed the degree. Likewise, senior ANC member and

former South African Minister of Arts and Culture, Pallo Jordan retreated from the

public eye in 2014 when it was uncovered that he had not obtained a qualification from

the University of Wisconsin-Madison or the London School of Economics (LSE), the

two institutions cited on his CV.

South African qualification verification agency, QVS has reported that as much as 13%

of all qualifications they verify tend to be problematic.



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3. Why do job-seekers lie about their qualifications?

There are a number of economic and societal issues which can be linked to the

increasing prevalence of CV fraud.

Although in some cases, candidates may simply be deceitful in their quest to advance

their career and take up a highly paid and respected post, in other cases desperation

for a steady income in the strained job market may take over.

3.1 Access to tertiary education and the global job market

Although a university qualification no longer holds the promise of a job, because of theseverity of the South African unemployment rate, having a qualification does open

more doors than not. Those armed with a higher education certificate, diploma or

degree are also deemed as being more skilled and are therefore eligible for higher-

paying job opportunities.

With this in mind, it is vital to consider exactly how many South Africans have access to

tertiary education or training opportunities.

The South African Department of Education (DoE) announced that 75.8% of

matriculates passed their 2014 National Senior Certificate (NSC) exams. However,

referring to statistics from the DoE, in 2003, 1 252 071 pupils entered into the South

African public schooling system in grade 1 and these pupils would become the class of

2014. Only 688 660 of these learners wrote their matric exams.

This means that only 55% of the learners who started school in 2003 made it through

the full 12 years of public school education.

Regenesys Business School hosted an informative Education Forum on 26 June 2013

where a panel of experts discussed the challenges and opportunities of higher

education in South Africa. Panellist and CEO of the Council on Higher Education

(CHE), Ahmed Essop, expressed that challenges of higher education are rooted in the

inability of young South Africans to access quality higher education. Essop shared his

view that there is an articulation gap between high school and university that needs to



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be bridged as students entering higher education institutions are ill prepared to cope

with challenges at this level and ultimately drop out.

Out of the 688 660 learners who wrote their matric exams in 2014, only around one

eighth -12% (150 752 learners) - managed to gain admission to Bachelor studies and

in reality, not all these learners will study further due to financial constraints and / or the

need to support family members.

With few South African job-seekers being able to legitimately acquire a tertiary

education, their quest for employment has been dampened further by the increasingly

global nature of the job market - which requires highly skilled workers.

According to an article by American business and economy publication, Market Watch,titled ‘How to Stay Competitive in a Global Job Market’ , workers are now competing on

a global scale. In the South African context, this global job market has resulted in

increasingly violent, xenophobic attacks on foreigners as local South African

community members blame them for ‘taking their jobs’.

Two factors highlighted by the Market Watch article to remain competitive in the global

job market include becoming a life-long learner and getting the right schooling.

Quoted in the article, Tom Kochan - a professor of management at the Massachusetts

Institute of Technology's (MIT) Sloan School of Management and co-director of MIT's

Institute for Work and Employment Research – said that tertiary students need to

acquire both behavioural skills and profession-related skills in order to work in teams,

communicate effectively, write effectively, resolve conflicts and work in a coordinated

way. He noted that the best schools in the USA, from grade schools and high schools,

to universities, were beginning to place more emphasis on teamwork, conflict

resolution and communication to instil students with the skills required for the global job

market.

The World Economic Forum’s Global Information Technology report, released in 2013,

ranked the quality of South Africa’s education system 140th out of 144 countries. In this

report, South Africa’s maths and science education ranked second-last in the world -

only ahead of Yemen.



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At a higher tertiary education level, a presentation to the portfolio committee of higher

education in Parliament during March 2014, Higher Education South Africa (HESA)

noted that in 2010 South Africa produced only 1 423 doctorates (PhDs), this is in

comparison to the 2 244 PhDs churned out by one university in Brazil - the University

of Sao Paulo – which has a similar economy.

In addition, the presentation showed that Korea and Brazil produce 187 and 48

doctoral graduates for every one million citizens respectively, while South Africa

produces only 28.

Considering that the standard of education differs across the globe, even those who

have a local diploma may be passed over for a foreign candidate with a higher or more

comprehensive qualification. This factor also increases temptation for South African

candidates to exaggerate or enhance their CV with another qualification.

3.2 Desperation for employment

One of the major problems facing South Africa is the significantly high unemployment

rate – 24.3% in the fourth quarter of 2014 according to Statistics South Africa

(StatsSA). This is in relation to Brazil’s 2014 unemployment rate of only 5%, Mexico’s

4.7% and India’s 3.8%.

South Africa’s exceedingly high level of unemployment, compounded with aggressive

competition in the job market, may not be the sole factor resulting in job seekers

falsifying their CV or qualification. Other job markets experiencing similar hikes in CV

and qualification fraud (India for example) have far lower levels of unemployment.

However, with the added pressure of a severely strained job market, a number of

industry experts and analysts have highlighted unemployment as a large contributing

factor locally. The country’s continuing struggle against unemployment is therefore

seemingly tempting South African job-seekers to go to any lengths to try to secure a

position, even if it means that they have to falsify their qualifications or lie on their CVs.

3.3 Generation Y



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The notable increase in CV and qualification fraud over the last three years - by 200%

(MIE) - may also be related to a sense of entitlement in the workplace associated with

Generation Y or ‘Millennials’ (born between 1982 and 2000).

Research conducted in the USA, found that Generation Y may be unrealistically

ambitious and hold a sense of entitlement in the workplace.

Research by University of New Hampshire management professor, Paul Harvey

concluded that Generation Y is characterised by a ‘very inflated sense of self’ which

results in ‘unrealistic expectations’ and ‘chronic disappointment’. Likewise a Kennesaw

State University study found that - when it comes to work - Generation Y want high

salaries and a great amount of leisure time.

With these Millennials now flooding into the workplace (those 33 and younger), this

sense of entitlement – for positions of high status and high income – has also come

under the spotlight as a possible reason for the influx in CV and qualification fraud.

Young employees from Generation Y want to place themselves in the best possible

light and outshine competing candidates with embellished CVs and / or additional

qualifications.

4. Repercussions for job-seekers or employees falsifying their CV’s

Job-seekers who commit CV fraud are ultimately taking a huge risk which can have far

more serious repercussions than immediate dismissal once the fraudulent deceit is

uncovered.

A number of high profile CV and qualification fraud cases have been exposed or

pursued by the media, such as in the case of former SABC board chairwoman Ellen

Tshabalala. Since, a number of companies - and reputable staffing and recruitment

companies - are now taking it upon themselves to ensure the validity of employees’

academic and professional histories.

By using professional background screening companies which have access to the

databases of numerous tertiary institutions, reputable staffing and recruitment



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companies and large corporates have begun verifying the information received from

job applicants.

The South African Qualifications Authority’s (Saqa’s) verification service, which checks

qualifications against the National Learners Records Database, noted in January 2015

that they had verified 28 842 records in the 2013-14 financial year.

With equally impressive numbers, MIE conducted over 2.6 million record checks in

2014 and over 2.5 million in 2013. Although MIE’s background screening offer covers

criminal records, driving licences and other permits, the company’s CEO noted in a

Business Day commentary article on 15 January 2015 that 40% of MIE’s business is

qualifications vetting.

Organisations are also able to verify the qualifications of their employees through such

verification and screening companies after months or even years of employment if they

have reason to believe that an employee may not have been honest in their

application. Suspicion can arise from the employee being unable to fulfil their role, to a

legitimate graduate from the educational institution in question joining the organisation

and stating that they have no recollection of attending the same classes as the

questionable employee.

Although many may view lying on their CV as harmless, job-seekers should note that

lying about one’s qualifications is fraud and holds the same consequences – the

possibility of a criminal record or jail time. Employers are also fully within their rights to

prosecute employees for fraud if they wish to do so.

4.1 International precedent

In the United Kingdom, a number of job-seekers have already been sentenced to jail

time for lying on their job applications.

Some students have been jailed for six months, while the maximum sentence for

serious cases is up to 10 years. The UK fraud prevention service, CIFAS, has also

reported that 324 people were prosecuted in 2013 for all forms of fraudulent

applications, including submitting false paperwork and withholding information. This is

in comparison to only 205 people the previous year.



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4.2 Warnings of jail time for SA fraudsters

The Southern African Fraud Prevention Service and iFacts background screening

company have both warned job seekers that lying about their qualifications would

mean that they are committing a serious act of fraud and could face jail time (and a

criminal record) should employers choose to prosecute.

Higher Education Minister Blade Nzimande has also been quoted as saying that

suspected fraudulent activity should be referred to the police for investigation and

prosecution. A number of South African universities have since prosecuted anyone

found to be falsely representing a degree or diploma. In 2013, a University of South

Africa (UNISA) spokesperson, Martin Ramotshela noted that the university hadprosecuted 94 cases of qualification fraud over a three year period.

Not only does CV fraud present the very real threat of prosecution but can also result in

a job-seeker struggling to find employment in future. When looking for a job, having

been found guilty of CV or qualification fraud can ruin a candidate’s reputation and

credibility.

5. Repercussions for business

Unfortunately, many employees accept applications and CVs at face value and do not

take further measures to verify a candidate’s listed academic and professional

information.

By not verifying the qualifications of potential employees, businesses face massiverisks particularly relating to the fact that the new employee is not actually qualified to

fulfil their new position. This can result in a variety of problems, especially for

companies within the financial sector where employees handle large amounts of

money on a regular basis.

Another risk of employing a candidate who has committed CV fraud is that there is a

chance that they will commit fraud within the business, resulting in a massive financial

losses and timely investigations.



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With the rise in CV fraud, public and private sector organisations are urged to protect

their businesses and use proper screening and verification services when interviewing

and on-boarding employees. Verifying a candidate’s qualifications is not an expensive

exercise and does not require a business to develop their own in house screening

team. With the growing trend of Recruitment Process Outsourcing (RPO), businesses

are able to not only outsource their entire recruitment process but can choose to

outsource just one or two parts, such as candidate screening and background checks.

6. Opportunities to combat CV and qualification fraud

Numerous verification and screening companies around the world have spoken out

about the notable increase in CV and qualification fraud in recent years. In addition to

driving awareness on the issue, these companies – along with partnering staffing and

recruitment agencies – have openly proven their ability in mitigating risk for companies

against CV and qualification fraud.

6.1. Using reputable employment agencies and background screening companies

Background screening and verification companies have access to – and often run –

qualification registers to which tertiary institutions subscribe. These registers are

continuously updated in order for the screening and verification companies to

accurately verify the qualifications for their client companies.

Likewise, in conjunction with a stringent interview process, many reputable staffing and

recruitment agencies partner with background screening and verification companies for

qualification verification as part of their outsourced recruitment offering.

A number of reputable staffing and recruitment agencies also play a role in educating

the job-seekers they consult with, about what to include in their CVs. In terms of work

history verification, staffing and recruitment agencies are also obliged to follow up on

the references listed by the candidate. In order to accurately determine whether these

references are legitimate, agencies will often source the phone number of the

referenced company from the official website rather than rely on the information

provided by the candidate. This process has come as a result of candidates lying about



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their experience - from lying about the length of time they worked at the organisation,

to omitting to share the reason they left - and listing the phone numbers of friends as

references.

As part of this education, the serious nature of CV and qualification fraud and the

consequences of prosecution should be communicated clearly.

7. Summary

The prominence of CV and qualification fraud has increased significantly across the

world in recent years and has taken the South African spotlight as high profile

individuals have stood publically accused of lying about their academic achievements.

Through this research, Quest Staffing Solutions has identified the manifestation of a

culture of dishonesty and desperation amongst job-seekers. As a result of

unemployment, an increasingly competitive global job market, limited access to tertiary

education, as well as a sense of entitlement amongst Generation Y who are infiltratingthe workforce, temptation to falsify CVs and qualifications has reached an all-time

peak.

Having reached epidemic proportions – 200% increase in the last three years (MIE) –

businesses face a massive risk of decreased customer satisfaction, decreased

performance and even huge financial losses as a result of fraud.

Reputable screening and verification companies as well as staffing and recruitment

agencies have however, openly communicated the increased severity of CV and

qualification fraud. IN addition, they have communicated potential solutions for

business to mitigate risk by including background screening and a stringent reference

checking process when interviewing candidates.

Job-seekers may view falsifying their CV and / or qualification as a minor offence but

actions in this regard are recognised as fraud and therefore have the same

consequences including the possibility of jail time.



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Examples of legal action have already set a president such as, in 2013, when a UNISA

spokesperson shared that the university had prosecuted 94 cases of qualification fraud

over three years.

Not only does CV fraud present the very real threat of prosecution, but can also result

in a job-seeker struggling to find employment in future.

8. Call to action

To conclude this white paper, Quest Staffing Solutions calls on businesses to utilise the

solutions offered by reputable screening and verification companies as well as staffing

and recruitment agencies who are able to verify the validity of the professional and

academic claims of job-seekers.

Given that small and medium sized businesses may be at increased risk of falling

victim to CV and qualification fraud – as they are less likely to allocate financial budget

for proper screening and verification services – Quest Staffing Solution calls on small

business owners to prioritise a more stringent interview and reference checking

recruitment process.

Verifying a candidate’s qualifications is not an expensive exercise and does not require

a business to develop their own in house screening team, with the growing trend of

Recruitment Process Outsourcing (RPO), businesses are able to not only outsource

their entire recruitment process but can choose to outsource just one or two parts, such

as candidate screening and background checks.

Investing in proper verification may also result in mitigating risk related to costly legal

actions and investigations later down the line.

It is imperative that ALL employers verify ALL qualifications that are tendered by

prospective employees and check every aspect of their CVs.

In addition, Quest Staffing Solutions appeals to government to continue working

towards creating employment and skills development opportunities for South Africans.

As a high unemployment rate contributes to an increase in CV and qualification fraud,

particularly in the South African context, initiatives intended to combat high levels of

unemployment such as the National Development Plan (NDP) and Employment Tax



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Incentive Act need to be accelerated in order to fast track job creation and skills

development.

To further increase opportunities for employment in the global job market, these

government initiatives should also pay particular attention to high-demand industries

such as medicine, education, engineering and Information Technology (IT).

Lastly, Quest Staffing Solutions calls on fellow recruitment industry members to

communicate the serious nature of CV and qualification fraud to job-seekers and the

importance of complete transparency when applying for a position of employment.

9. About Quest Staffing Solutions

Quest Staffing Solutions (Pty) Ltd is South Africa’s leader in customised staffing

solutions - within the white-collar recruitment industry. Established in 1974, Quest has

over 41 years’ experience in the South African staffing industry, specialising in the

recruitment and management of white-collar staff. As part of Adcorp Holdings Limited,

South Africa’s leading provider of staffing, human capital management and business

process outsourcing services, Quest has access to financial resources, leading IT and

information systems and sound corporate governance. Quest is now a Level 2 BBBEE

Contributor with 64.87% black ownership and 30.42% black female ownership and

therefore has the leading gender empowerment ownership structure in the staffing

industry.

Quest has a proud history of firsts in the South African staffing industry. First to offer

optimised staffing model, first to set up a specialised call centre staffing solution, first to

successfully implement learnership programmes and more. Quest is a Full Circle

Staffing Solutions Company (FCS² ™) with the most comprehensive service offering in

the industry that includes; Permanent Placement Solutions, Outsourced Staffing

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10. Authors

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