It was reported in September that a former NHS Trust chief executive from Birmingham received a 12 month prison sentence, suspended for two years, after faking qualifications on his CV prior to securing his £115,000 a year position.
It’s pretty astounding that this kind of racket goes on – particularly as this was a relatively high profile role. However, a report this year by the Chartered Institute of Personnel Development (CIPD) suggests that this is more regular than we might like to think.
The report highlights that one in four companies have retracted a job offer having identified some level of CV fraud.
I’m sure that many of us have been guilty somewhere along the line of enhancing the facts in the interest of ‘bigging up’ our experience. But where do you draw the line and what’s acceptable by employers? Companies need to ensure that they are clear on what’s acceptable and what’s a definite no-no. An exaggerated job title may be considered as customary creative licence, whereas a fabricated degree more on the intolerable side!
The key thing for employers is to put the appropriate checks in place to limit exposure. A good starting point is to be really clear about what it is you’re looking for, so that you kick the interviewing process off with some unambiguous measurables. There’s a whole host of techniques you can use to substantiate CV evidence. These include competency-based interviews involving tests or team-based activities, psychometric testing or work-sample tasks. Ask the candidate to talk through their CV in detail and probe them if you spot anything unusual or inconsistent.
Taking up references is also critical. If you’re unsure, always ask to see original certificates for important qualifications. These two points are standard practice for many employers, who wouldn’t be prepared to make a job offer without them.
The following tips published in Recruiter Magazine, 19 October 2005, summarise key things to remember:
- When reviewing CVs, check for gaps and unusual job moves
- When interviewing, use a competency-based approach to gain evidence of how the person would perform
- Consider using work-based ability tests to provide real data on each candidate’s ability to do the job
- Always take up employer references as soon as possible and ideally before the individual starts with your organisation consider using a reference-checking specialist to do the legwork for you
- Insist on seeing original certificates for all relevant qualifications
- Always include a probationary period as part of the employment contract – if misrepresentation comes to light once an individual has joined the company, it will be easier to release them
For further information contact Cliff Sewell or Phil Hill at Sewell Moorhouse – an independent and specialised accounting and financial recruitment consultancy based in Sheffield, Doncaster and Leeds.
