In the current competitive job market, a meticulously prepared CV is often essential for obtaining an interview and, ultimately, a job offer. However, many job seekers resort to exaggerating their qualifications, fabricating experiences, or misrepresenting their skills to secure a position. A recent Cifas survey indicated that nearly 20% of individuals in the UK admitted to lying on their resumes to obtain a specific job or knew someone who had done so in the past twelve months.
Notably, Chancellor Rachel Reeves faced criticism following a BBC investigation revealed that her tenure at the Bank of England was nine months shorter than she claimed and that she embellished a previous role at HBOS on her LinkedIn profile by inaccurately referring to her position as ‘economist’ when it was actually in ‘retail banking’.
What Do Applicants Lie About On A CV?
The most frequently encountered inaccuracies include reasons for leaving a previous job and the manipulation of employment dates to cover gaps or to erase previous jobs entirely. Additionally, candidates often exaggerate their job titles and responsibilities, with terms such as ‘senior’ and ‘manager’ being used excessively and without justification.
It is important to distinguish between a candidate creatively aligning their skills with the job requirements and one who misrepresents their experience, reasons for leaving past employment, or qualifications. Fabricating information on a CV can lead to serious legal and ethical ramifications, and while employers may overlook minor embellishments, such as fictitious hobbies to appear more interesting, fundamental lies regarding experience or qualifications are more serious and cannot be disregarded.
So, what can you do if you discover that one of your employees has secured their job through deceitful claims on their CV? The appropriate response will depend on the nature of the falsehood and the timing of its discovery.
Retract the Job Offer
If you make the discovery before the employee commences work, you have the option to withdraw the offer. If they have already started, it’s a bit trickier.
Disciplinary Action
Dishonesty constitutes misconduct and can serve as a fair reason for termination. It is essential to conduct a fair and comprehensive investigation and adhere to your disciplinary procedures, particularly if the employee has been with the organisation for over two years.
If you find that the employee has been dishonest, the appropriate response will depend on the severity of the falsehood. Serious instances of dishonesty may represent a fundamental breach of the duty of trust and confidence that is implied in every employment contract. In such cases, you may have grounds to terminate the employee immediately for gross misconduct, without notice or severance pay. An example of a significant violation could be falsifying professional qualifications.
However, it is crucial to ensure that the breach is serious enough to warrant such action; for less severe instances of dishonesty, issuing a formal warning may be a more suitable response.
Misrepresentation
Misrepresentation occurs when a false statement of fact is made, inducing the employer to enter into a contract of employment. It is important to note that the misrepresentation does not need to be the sole reason for the decision to hire the employee. An employee who falsely claims to have a good academic record may have made other statements on their CV that are true. However, if the misrepresentation was a material factor in influencing you to extend the job offer, you may have the right to treat the contract as void and terminated. Furthermore, you may be entitled to seek compensation for costs incurred, such as recruitment agency fees and any training costs incurred.
Criminal Implications
A job seeker who falsifies information on their CV may be committing fraud under the Fraud Act 2006 Fraud Act 2006 or may be guilty of obtaining a financial advantage through deception under the Theft Act 1968 Theft Act 1968, which specifically includes obtaining employment. While law enforcement seldom intervenes in workplace conflicts, they may take action if the fraud or deception involves public funds or is deemed serious enough.
Practical Strategies for Identifying Dishonesty
Below are some proactive steps that you can implement in your hiring process to avoid employing individuals with fabricated qualifications:
- Engage two or more people in the interview and recruitment process to increase the likelihood of detecting any inconsistencies. Use the interview process to thoroughly assess whether the candidate possesses the skills they claim.
- Make proper use of the probationary period. Once the employee is on-site, it is easier to determine the accuracy of their job application. If any early warning signs arise indicating potential dishonesty regarding their experience or qualifications, ensure you investigate these concerns promptly during the probationary period
- Conduct thorough background checks, which include reference checks and checks on educational and professional qualifications. You should require the candidate to submit two references, with at least one being from a recent employer
- Make both offers and contracts of employment contingent upon receiving references, completing any necessary security checks and providing satisfactory evidence of qualifications and experience
- Have employees sign a declaration confirming the truth and accuracy of their application.
Looking For Further Support?
If you have any questions about vetting employees or investigating suspicions that an employee has falsified information on their CV, contact our expert employment team today by calling us on 0300 303 2071 or emailing us.
