By Anton van Heerden, MD for DNA EOR
Expanding into a new market is exciting. South Africa’s talent pool is deep, skilled, and diverse. But if your hiring process isn’t airtight, especially in a remote-first world, you could end up onboarding someone who isn’t quite who they claimed to be. Yes, we’re talking about workplace catfishing.
No, it’s not just a dating app phenomenon. In the world of recruitment, “career catfishing” refers to applicants misrepresenting themselves – falsifying experience, faking identities, or even outsourcing interviews. And with remote hiring now the norm, it’s happening more than you’d think.
Let’s unpack why it’s a growing issue, and more importantly, how partnering with an Employer of Record (EOR) can protect your brand, your budget, and your people.
What is Workplace Catfishing, Really?
In simple terms, workplace catfishing is when someone fakes who they are during the hiring process. This might mean:
- Using someone else’s credentials (literally- there have been cases where someone else sits the interview!)
- Falsifying their location or citizenship status
- Over-inflating skills or experience
And it’s on the rise. According to CV Genius, over 34% of Gen Z workers in the UK have accepted a job offer they never intended to follow through on – some simply ghosting employers before day one, a trend now dubbed “career catfishing.”
Globally, research from ResumeLab found that 70% of professionals admitted to lying on their CVs at least once, while 37% admitted to lying frequently. In a remote hiring environment, verifying these claims becomes even harder.
Why Remote Hiring Makes It Easier to Be Fooled
Let’s be honest: remote work is great. It gives companies global reach, reduces overheads, and opens the door to incredible South African talent. But there are cracks that bad actors can slip through, especially when processes aren’t localized or built with compliance in mind.
Here are some of the common vulnerabilities:
- You don’t meet the candidate in person.
- Video interviews can be outsourced or manipulated.
- Location tracking can be spoofed.
- Document checks may be limited by jurisdiction or privacy rules.
Worse still? You often don’t find out the hire was illegitimate until it’s too late – after onboarding, system access, or even client interactions.
The Business Risks Are Real
It’s not just an HR headache. The fallout from a false hire can include:
- Lost productivity and wasted onboarding time
- Compliance violations (especially if work permits or legal right-to-work were faked)
- Security breaches if internal systems or sensitive data are compromised
- Damaged client trust or brand reputation
In short: It’s a risk you can’t afford when you’re expanding into a new market: especially one as regulated as South Africa’s.
Here’s Where an EOR Comes In
An Employer of Record (EOR) – like DNA EOR – steps in as the legal employer on your behalf. That means we take responsibility for the hiring, vetting, onboarding, and compliance for your local workforce. You still manage the team’s day-to-day work, but we ensure the people you hire are who they say they are, and that the hire is fully compliant under South African labor law.
Think of it as your boots-on-the-ground hiring partner, without the need to open a South African entity.
How an EOR Helps You Avoid Getting Catfished
1. Real Candidate Verification: We handle identity verification, work eligibility checks, reference reviews, and criminal clearances – on your behalf and in line with local legislation.
2. Local Compliance, Guaranteed: In South Africa, the Basic Conditions of Employment Act and Employment Equity Act govern fair and lawful hiring. EORs like DNA ensure every hire is aligned with these standards – no shortcuts, no grey areas.
3. Structured Preboarding: We don’t wait until day one to engage your new team member. From signed contracts to onboarding packs and “welcome to the company” calls, we build a relationship from day zero. That keeps ghosting (and cold feet) to a minimum.
4. Post-Hire Support: Our team stays close during those early months, making sure your new hire is productive, integrated, and supported. You’re never left wondering if your remote hire is still committed or even present.
Bonus: You Look Good, Too
Let’s be real: candidates are judging you, too. When the hiring process feels organized, warm, and legitimate, they’re more likely to show up, stay engaged, and be loyal from the start.
With an EOR handling the backend, your brand looks buttoned-up and globally ready – even if this is your first time hiring in South Africa.
Scale With Confidence
Remote hiring is here to stay, and South Africa continues to shine as a destination for skilled, cost-effective talent. But if you want to scale with confidence, the old “hope-for-the-best” approach to recruitment won’t cut it.
Workplace catfishing is real. But with an EOR like DNA in your corner, you don’t have to fall victim to hiring hoaxes or compliance pitfalls.
We’ll help you build a workforce you can trust – before, during, and long after day one.
**Ready to expand to South Africa and hire right the first time? Let’s talk.
