The real risk of unverified credentials – And how smart screening keeps hiring efficient

Trust is the foundation of leadership. It shapes decisions, builds reputations, and determines whether an organisation thrives or collapses under scrutiny. But what happens when that trust is placed in someone whose credentials don’t hold up?

Jonathan Reynolds, the UK’s Business Secretary, claimed he worked as a solicitor. In reality, he never qualified. His LinkedIn profile and past statements suggested legal expertise he never attained. A simple check with the Solicitors Regulation Authority would have flagged it. Yet, this went unnoticed for years.

He’s not alone. Chancellor Rachel Reeves overstated her tenure at the Bank of England. Former U.S. Congressman George Santos built an entire career on fabricated achievements. World leaders have done the same—Bongbong Marcos claimed an Oxford degree he never finished, and Joe Biden has exaggerated parts of his academic record.

The real issue isn’t just the deception. It’s that no one caught it before these individuals reached positions of influence. If high-profile figures can get away with inflating their backgrounds, how many businesses are unknowingly placing unverified individuals in leadership roles?

Thorough screening is the only way to prevent this. The challenge is making sure it’s done properly without turning hiring into a drawn-out process.

For businesses, the smartest approach is to apply scrutiny where it matters most. Not every role carries the same level of risk. A CFO, legal counsel, or senior executive requires deep verification. Mid-level hires need a reasonable level of due diligence. Entry-level roles are more straightforward. Being strategic about where to focus time and resources makes all the difference.

Good screening doesn’t slow hiring down when it’s integrated correctly. Some checks can be completed in parallel with the hiring process instead of waiting until an offer is made. The right screening partner will ensure that background verification happens smoothly, without unnecessary delays.

Many businesses rely on internal teams for this, but without direct access to global databases and regulatory bodies, the process often takes longer and leaves gaps. Working with a professional screening provider eliminates that risk. Conflict International specialises in verifying credentials, checking references, and identifying hidden red flags that could pose a threat. The goal isn’t just to confirm facts—it’s to ensure companies hire with confidence.

Delays often come down to poor communication. Candidates who don’t know what documents they need won’t have them ready. A well-structured process, where expectations are set early, prevents unnecessary back-and-forth and keeps things moving.

Screening isn’t just about hiring. The real risk starts when companies assume verification is a one-time process. Senior leaders, particularly in regulated industries, should be re-verified at intervals. Changes in regulatory status, financial standing, or reputational risks can develop over time. Keeping track of these ensures no surprises later.

At Conflict International, we work with businesses to protect against these risks. Our screening process is efficient, thorough, and tailored to the needs of high-stakes hires. Hiring should be fast, but it should never be blind.

Want to ensure your next leadership hire is exactly who they say they are? Get in touch with Conflict International today.