One of our clients found what appeared to be an excellent candidate for a new position.  The client’s services include investigative executive reference interviews and education verifications.

According to the hiring manager, this applicant was the ‘stand out’ candidate for the position.  He interviewed and presented very well, specifically during multiple meetings with the Senior Vice President and the CEO.

In addition, his references were very strong.  The client actually knew two of the references, but let BackCheck provide them with an unbiased report.  As a result of such strong recommendations, the client tendered an offer of a salary well over $100,000.  The candidate resigned from his current employer and was due to start his role with our client on Monday.

However, on the resume provided by the candidate, he stated that he held CMA status as of 1992.  BackCheck submitted the references to the client, and was awaiting the verification of his CMA status (due to office closures over the holidays).  BackCheck remained diligent and not only searched CMA’s website for verification, but followed up upon CMA’s return from holidays.  Upon their return, they informed BackCheck that with the information provided by the candidate, that there was ‘no record’ of him on their system.  BackCheck submitted this information to the client, who in turn asked the candidate to provide his membership number to verify his CMA.

After pushing for the information, the candidate reluctantly came clean about being four courses short of his CMA.  Despite him holding four separate positions since 1992, no one had ever verified his CMA status.  As a result, the client subsequently closed the file on the candidate and pulled their offer off the table.

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