LEGAL
WOULD I LIE TO YOU? By Pam Loch, Employment Law Solicitor and Managing Director of Loch Associates Group Have you ever recruited someone who has lied on their CV or overstated their capability? If not, you have perhaps been lucky so far. A survey conducted by Checkster, a reference checking company, found that 78% of candidates admitted they had or would consider misrepresenting themselves to obtain a job. This could be done by blatantly lying or overstating their experience or skillset on their CVs or at interview. Once recruited the truth usually only comes out later when complaints are made, or concerns arise about their performance in the role. Recruiting staff is already an expensive and time -consuming process for employers, without the added risk of taking someone on who cannot do the job. So, what can employers do to avoid recruiting someone who is prepared to be dishonest about their ability to do the role or lie about their professional or academic qualifications, places of education or their previous experience? The good news is that there are a number of steps you can take to minimise that risk. Here are a few things you can do:
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n Make job offers conditional: Always make job offers subject to the employee meeting certain requirements. These requirements should include the business receiving two references which are satisfactory to the business, confirmation that the employee has the right to work in the UK and that they hold the qualifications and experience they claim to have. Any condition
which the candidate is required to meet should be explained in the offer letter so that it is clear what requirements the employee needs to satisfy. By doing this it means that if you discover when you are doing your checks the employee has lied or cannot satisfy one of the conditions of the job offer, you can then revoke the offer without being in breach of contract.
Make job offers conditional: Always make job offers subject to the employee meeting certain requirements ❜❜
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n U se screening checks: Carry out candidate screening checks and p r e - e m p l o y m e n t b a c kg r o u n d checks. Our HR consultants have noticed more employers are now asking us to carry out these checks for them, which is great, as these checks are a cost-effective way to verify that the information a candidate has provided is correct. Again, make any offer conditional on these checks being done.
