Every few weeks, the HR world seems to coin a catchy new phrase to describe the behavior of either employers or the workforce. Think quiet quitting, peanut butter raises, bare minimum Mondays — there always seems to be a new “trend” cropping up in the world of work. The latest buzzword you’ve probably heard is skillfishing.
Skillfishing is when a candidate or employee claims to have certain skills they do not actually possess, or embellishes the skills they do have. When the time comes to demonstrate those skills, the unsuspecting employer discovers that the actual skill level is nowhere near what was presented. Think “catfishing,” but with candidates using fabricated or inflated skills to lure in their “prey”: the job or employer.
The problem appears to be yet another unintended consequence of AI. With the ability to generate a polished resume from just a few basic prompts, it has never been easier to produce a document that paints the picture of a perfect candidate: one with exactly the skills the job description requires.
And the employer may have used AI to conduct their search as well. The process probably looked very efficient on the surface and appeared to be a solid match on paper. But discovering shortly after onboarding that a new hire cannot perform the role is a costly and frustrating mistake.
This is clearly a significant challenge for employers simply trying to find people with the right abilities. So how can employers protect themselves from skillfishing candidates? Sometimes the best solution to a problem is going back to basics. Rather than looking for ways to inject more AI into hiring systems and processes, the most effective defense against skillfishing is ensuring foundational best practices are firmly in place.
Focus on behavioral interview questions. The best indicator of someone’s ability to perform is their demonstrated past performance in similar situations. Rather than asking “What would you do if…,” try “Tell me about a time when…” and listen carefully for the story.
Use pre-employment assessments. If advanced Excel proficiency is required, there is no need to take a candidate’s word for it; ask them to complete an assessment. Reasonably priced, validated skills assessments are readily available for nearly any competency you can think of.
Check references. This remains one of the most effective ways to verify a candidate’s skills and abilities. Work with the candidate to identify a reference who can do more than confirm employment dates. Find someone who can speak to the specific duties performed and skills demonstrated. Come prepared with targeted questions that connect their previous experience to your open role.
Don’t cut corners. Hiring the right person is a process, and rushing it or skipping steps rarely works out well. While you don’t want the process to drag on for weeks, you do need to allow adequate time for each step. Consistency is also critical. Treat every candidate the same and stick to your process.
Partner with an employment agency. One of the most effective ways to combat skillfishing is to work with hiring experts who already have these safeguards built into their process. A reputable employment agency can manage reference checks, administer skills assessments, and help develop customized behavioral interview templates tailored to your specific roles, taking the guesswork out of vetting candidates and giving you greater confidence in who walks through your door.
Consider a temp-to-hire arrangement. This is perhaps the most powerful protection against skillfishing available to employers. By bringing someone on in a temporary capacity first, you create a real-world proving ground where skills and abilities are demonstrated on the job, not just described on a resume. It also gives you the opportunity to evaluate cultural fit before making a long-term commitment, reducing the risk and cost of a bad hire significantly.
Skillfishing may be the latest workforce trend, soon to be replaced by the next one. But with AI now deeply embedded in both the job search and hiring process, employers need to stay aware. And stay ahead by working with a trusted partner like Allied.