This issue is always a concern, but a recent case highlights just how far people will go to gain a position they seek to attain.

West Australian Member of Parliament Barry Urban resigned after being caught out by false claims about his employment history and education. This is a good example of why employers need solid policy and procedures when recruitment is taking place.

If it can happen at the seat of government, it can happen anywhere and to anyone.

It is widely understood that at times an applicant will tailor their CV and enhance certain aspects seeking to impress the prospective employer.

Examples are building up the previous job title and inflating responsibilities in that position I.e. adding manager to a position that may not have been managerial.

While it is now more unusual for prospective employees to fabricate their prior position(s) and the time served, given the ability to carry out on line checks, employers should be examining the “Easy Protections.”

Aside from essential pre-employment checks, verification of qualifications, relevant tickets, licenses or registrations needed to perform the work concerned and criminal checks that may be relevant to the role, reference checks are an easy way to be be alerted as to an applicant “trying one on.”

The simplest method of protection in these matters lies within Warranties and Periods of Probation within the Contract of Employment.

Probation periods are in common use as per the Fair Work Act in Australia but warranties are not as prevalent.

A warranty requires new employees to confirm they have the necessary skills or qualifications to perform the range of duties they are being recruited for and that they have given correct and complete information to the employer before commencing work.

Stay tuned for the next article which will be “What does the company do when it all goes wrong and applicants were not truthful in all regards in their application for the position concerned?”