Suzie Bogle of Breathing Space HR has just circulated a fantastic blog on lying on CV which she has kindly allowed me to reproduce here.
‘In this tough employment market, it might be that prospective employees go to any lengths to get the job. This includes lying on the CV or application form.
The CV is a sales document for the person, so everyone wants to make their achievements as positive as possible – it is when this exaggeration becomes an outright lie. This act of wilful dishonesty must be dealt with quickly and decisively. There is no room for considering whether they are ok at the job now, it would only set up a precedent and send a message that you as an employer are willing to accept dishonesty in your employees.
Prevention
A thorough selection process should help prevent the fraudster obtaining any position, ensure that you ask questions that directly relate to past experience and qualifications, this is a good technique in any case as past performance is the best indicator of future performance.
Check identity and ask for certificates and memberships to photocopy for your records. Checking identity and eligibility to work in the United Kingdom is a legal must in any case.
Chase references, make it standard practice to say you will approach the last two employers as references, which will cut down on those employees who may wish to hide what happened in their last employer. Make sure that you ask specific questions in the reference request e.g. reason for leaving.
On an application form, or a separate form if you only use CVs, get a declaration from the candidates to confirm the truth of their application.
Don’t rely on recruitment agencies to do your checks for you, they might not be done as thoroughly as needed.
Remedy
Firstly write to the employee and give them notice that you are rescinding the contract employment, stating the reasons and the date on which this comes into effect.
If the employee is under 12 months service, it is a case of instant dismissal, if over 12 months service, you will need to follow the dismissal procedures either the ACAS guidelines or what you have in your employee handbook
You can also pursue the ex-employee for repayment of all salaries; however this measure might be more trouble in management time and expense to chase.
I hope this helps, I am happy to advise further if needed.
www.breathingspacehr.co.uk http://www.breathingspacehr.co.uk/blog/
