What to do when candidate evidence or contact data looks wrong
Wrong data should become an explicit correction signal, not something the recruiter has to remember privately. Identify whether the problem is identity, stale evidence, field-level conflict, contact quality, or source/provider error before correcting it.
Last reviewed: 2026-09-06
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Identify the error type
A wrong employer, stale title, false identity merge, bad email, disconnected phone, or unsupported skill claim are different failure classes and should not be handled as one generic “bad profile” problem.
Preserve the source observation
Correcting the canonical candidate view should not erase the fact that a provider or public source returned the bad value. Source-specific error history is useful for future quality analysis.
Do not overwrite uncertainty with certainty
When two sources conflict and neither is authoritative, retain the conflict or mark the field for verification instead of choosing the more convenient answer.
Use corrections as quality evidence
Recruiter corrections can inform identity handling, contact-provider evaluation, evidence confidence, and future review workflows when they are recorded with the field and source context.