During the COVID-19 scenario, I had to hire someone in a different work location from the candidate's native place. She updated her payslips to secure the offer and achieve a salary hike. Upon discovering this issue, in accordance with company policy, I decided not to hire her. However, my legal connections suggested that we should report her for misleading our company.
Dilemma: To Report or Not to Report?
If you were in my position, what would you have done? I am currently in a dilemma. Do you believe it is necessary to take legal action against her?
From India, Noida
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8Dilemma: To Report or Not to Report?
If you were in my position, what would you have done? I am currently in a dilemma. Do you believe it is necessary to take legal action against her?
From India, Noida
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It's good that you have come to know about this incident at the early stage of the hiring process. I suggest canceling her joining and letting her know the reasons for rescinding the offer. She should understand that it's not easy to deceive someone, and even if a candidate attempts to do so, they will have to face the consequences and hopefully not repeat the same behavior in the future. However, taking any legal action is not advisable. Let her learn and grow from this incident.
From India, Pune
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From India, Pune
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Advice on Handling Recruitment Misrepresentation
Now, I am not in an HR profile, and this will probably be my first piece of advice here. Just keep the proofs against her that were found during the background verification, showing that she lied during recruitment.
Also, she can be informed that the company has discovered she lied via email, and this email can be kept as a record for the future. In any case, if she takes this to court, which is unlikely, these proofs will be quite handy for you. Otherwise, I don't think you need to take this matter to court.
If she goes to court, these proofs will be useful for you, along with the email sent to her.
From India, Karjat
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Now, I am not in an HR profile, and this will probably be my first piece of advice here. Just keep the proofs against her that were found during the background verification, showing that she lied during recruitment.
Also, she can be informed that the company has discovered she lied via email, and this email can be kept as a record for the future. In any case, if she takes this to court, which is unlikely, these proofs will be quite handy for you. Otherwise, I don't think you need to take this matter to court.
If she goes to court, these proofs will be useful for you, along with the email sent to her.
From India, Karjat
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Background Verification Form.doc