The realm of job applications and recruitment often witnesses candidates occasionally enhancing their qualifications and experiences. Candidates often strive to gain a competitive edge by “bending the truth” on their CVs, raising a fundamental question for employers: What’s the appropriate response when you’ve hired someone, only to later uncover that their resume was, in part, a work of fiction?

The answer to this quandary is far from straightforward and depends on numerous factors. Employers must consider the nature and extent of the deception, the potential impact on their business, the timing of the discovery, and the employee’s overall performance.

If the employee’s minor fabrications have little bearing on their role and they’ve been performing well, leniency may be a viable choice. However, the situation takes a darker turn when a new hire has falsely claimed to work at a company or attend a university they never set foot in. This represents a significant breach of trust, and employers are well within their rights to consider termination.

Approaching such a scenario necessitates a methodical strategy. A private meeting with the employee is the first step, characterized by straightforward and polite communication. This meeting should include cross-referencing the information on their resume, and employers should present solid evidence and reasoning while allowing the employee the opportunity to explain.

In some instances, the discovery of dishonesty on a resume may not occur until well after hiring. This deception might involve false certifications or degrees aimed at securing a higher role or better compensation. If the employee can prove their capability and expresses sincere remorse, some companies may choose to retain them while reevaluating their position and compensation to reflect their actual qualifications.

However, it’s crucial to consider the perspective of the organization. Deception on a resume can signify deeper issues of trustworthiness, which can cast a long shadow on work relationships and business integrity. In such cases, termination might emerge as the only recourse.

Amid these considerations, studies show that a substantial number of employees have, at one point or another, embellished their qualifications on their resumes. While 78% of employees have been found to have engaged in this practice, employers have expressed a willingness to grant second chances, the extent of which hinges on the severity of the falsehood.

Yet, what happens when suspicions of resume fabrication hit closer to home?

A personal anecdote sheds light on the complexities of this issue. On one occasion, I found myself suspecting that a colleague had lied on his CV or about his work experience. With a sense of responsibility, I reported my suspicions to my manager. Surprisingly, despite my concerns, nothing appeared to happen to my colleague, leaving me pondering the intricacies of handling such situations within an organization.

Indeed, in the labyrinth of hiring, integrity remains paramount. Employers must navigate the delicate balance of trust, performance, and the fundamental values of their organization when confronting the challenge of resume fabrication. Addressing this issue requires a keen understanding of the unique dynamics at play in each case and the ability to adapt to circumstances, all while upholding the core principles of honesty and accountability.