Tag: job search safety

A Guide to Recognising the Voice on the Phone

For a job seeker, an unexpected phone call can sometimes represent hope, sometimes a surprising opportunity, and sometimes a slight sense of unease that begins with the question: “How did this number get my details?” In recent years, with the acceleration of digitalisation, fraudulent recruitment calls, fee-based traps, “advance payment” requests, and even attempts to obtain personal data have become increasingly common.

At the same time, professional recruitment consultants remain one of the most important gateways to many career opportunities. This leads to a critical question for candidates:

How can I tell whether the person on the phone is a genuine recruitment consultant or a sophisticated scammer?

The answer matters not only for candidates, but also for organisations that want to protect their employer brand and credibility. Trust sits at the heart of recruitment. In fact, many consultancy firms place transparent communication, candidate experience, and data security at the core of their operating principles.

This guide offers a comprehensive roadmap for both candidates and organisations to determine whether a phone-based interaction is “trustworthy” or “suspicious”.

1. “Hello, we have a job opportunity” is not evidence on its own

Scam calls often begin with a warm opening line. Professional consultants also speak politely and confidently. Tone of voice or friendliness alone is therefore not a reliable indicator.

The real distinction lies in content, transparency, and method.

A professional recruitment consultant will usually clarify the following within the first few minutes:

• Who they are calling on behalf of (consultancy firm / company / team)
• The general nature of the role
• Where they obtained the candidate’s CV
• The purpose of the call

Scammers, by contrast, often avoid these details, gloss over them, or keep them deliberately vague.

2. A company name with no details? That is a signal.

For genuine consultants, transparency is a core professional requirement. If someone is truly calling you about a recruitment process, they will not hesitate to share:

• The company name
• The scope and key aspects of the role
• The talent pool or source where your CV was found
• The stage of the process (initial screening / interview planning / information verification)

Scammers, on the other hand, tend to rely on overly generic statements:

“An international company…”

“A prestigious organisation…”

“The salary is very attractive, but there is confidentiality…”

Yes, confidentiality exists — particularly for senior roles. However, a good consultant can still provide enough context to explain the role. Being able to “say more than three vague words without ending the call” is a first indicator of trust.

3. Has your CV actually been reviewed — or was the call random?

A professional recruiter genuinely reviews a candidate’s CV. Scammers rely on scripted, generic language.

A consultant may say things like:

• “Your Y experience at Company X particularly stood out for this role.”
• “Your language level / technical skill aligns well with the requirements.”
• “I can see from your profile that you’ve worked in area Z.”

A potential scammer usually says:

• “This role is perfect for you.” (without knowing your background)
• “It’s an opportunity suitable for everyone.”
• “You need to respond urgently.”

If the caller cannot reference a specific detail from your CV, that is a moment to pause.

4. If money is requested, the conversation ends.

In legitimate recruitment processes, no consultancy firm will ask candidates for:

• Training fees
• Registration fees
• Application fees
• File opening fees
• Examination fees

Professional recruitment consultancies earn their income entirely through service agreements with client companies. Scammers, by contrast, usually structure the process around “payment”.

If the person on the phone asks for money, the shortest rule in this guide applies:
This is a scam.

5. Anyone who rushes you is not necessarily trustworthy

“You need to decide now.”
“This opportunity won’t come again.”
“You must get back to us within five minutes.”

These phrases may work in advertising campaigns — but in recruitment, urgency usually signals a lack of professionalism.

Genuine consultants:

• Propose timelines
• Ask about availability
• Give candidates time to think
• Clearly explain the steps of the process

A process may genuinely move quickly, but urgency should never turn into pressure or intimidation.

6. Personal data security is tested on the other end of the line

Scammers often request highly sensitive information such as ID numbers, home addresses, bank details, or even security questions. Professional consultants, especially at early stages, operate within clear boundaries:

✔ Contact details
✔ CV verification
✔ Basic role-related questions
✔ Salary expectations
✔ Work experience

❌ National ID numbers (unless legally required at later stages)
❌ Bank account details
❌ Payment information
❌ Family details
❌ Requests for sensitive data such as photos (unless genuinely required)

All reputable organisations operate in line with data protection regulations.

7. How “organised” does a professional consultant appear?

The signs are actually quite simple:

• Their email domain is corporate (not Gmail or Hotmail).
• Their LinkedIn profile is active, authentic, and verifiable.
• They take notes during the conversation, send calendar invites, and share a clear process plan.
• Meeting links, documents, and updates are sent in a consistent, professional format.
• The calling number aligns with the company’s official contact channels.

Scammers may sound confident, but they almost never demonstrate this level of structure.

8. Candidate Experience Is Not a Comfort Zone — It Is a Zone of Trust

A trustworthy recruitment consultant is not merely an information provider; they are someone who respects a candidate’s career journey. For this reason, the process is built on the following principles:

• Respect: for the candidate’s time, experience, and preferences
• Transparency: about the role, expectations, and the relationship with the hiring company
• Process Management: a structured journey with clear stages and feedback
• Ethics: safeguarding data, communication standards, and professional boundaries

9. A Note for Organisations: How Do Candidates Recognise You?

This guide is not only about protecting candidates; it is equally critical for safeguarding employer brand reputation. The more structured and consistent your corporate processes are:

• The less likely scammers are to impersonate your organisation
• The faster candidates can verify communication with you
• The stronger your brand credibility becomes

Consistent communication channels, identity verification methods, and compliance with data protection standards are now fundamental organisational requirements.

Scammers try to imitate professionals. Professionals, however, focus on building trust.

Although it has become increasingly difficult to identify who is on the other end of the phone, transparency, process discipline, ethical conduct, and a strong candidate experience have always been — and remain — the defining characteristics of genuine recruitment consultants.