naveens@gmail.com

manpreet Best Answer 2 years ago

I have been conducting interviews the last couple weeks and in some cases I had to deal with resumé liars.

Most cases are just people who list in their resumés skills that they don't actually have. I don't mean having them in a begginner level, I really mean not being able to demonstrate even the most basic uses of said skills. In such cases, we just politely tell them that "we'll stay in touch", wish them good luck, and show them the way to the door.

But there was one outstanding case these days which went over the top. Not only this guys lied about his technical skills, he also lied about his work experience. His resumé said that two years ago he worked in a specific department in a given company. I personally know the staff from that department, and I could confirm that the candidate had not worked there.

I know some people are desperate for a job, but I think that with such morals and ethics as his, this guy would only cause damage wherever he went to.

So I happen to socialize with people who work on HR for some other companies too. I am also a member of some mailing lists where many professionals of my area do some networking. Which leads to my dillema. Should I spread the word about this potentially damaging liar around, so as to save my peers some time when he ends up being called for an interview?

I have put some thought into it. I don't want to sound like I have a grudge against an individual. I could anonymize - raise a warning flag, like saying "just interviewed a guy who claimed to work at X, but people from X says he's never worked there. Also he's got no skills. Watch out." Most people I know don't make extensive background checks, and in some places HR just has no way to conduct deep technical interviews, so I see how this guy could fool some company into hiring him - thus, with forewarning they might be better protected against this kind of resumé liar.

On the other hand, I may end up destroying this guy career in our field (IT), or at least make it very hard for him to get a job in some places. I do believe in second chances and atonement, and I would not like to keep this guy from IT if he starts being honest with himself and others (and starts telling the truth in resumé and interviews).

I am no HR person. I am just conducting these interviews due to the highly technical aspects of them. So I am even more in a dillema about all this.

What is the proper reaction to this - ring the alarm bells, or just let other places HR deal with the situation as they can, on their own?

manpreet 2 years ago

What is the proper reaction to this - ring the alarm bells, or just let other places HR deal with the situation as they can, on their own?

Talk to your HR department and float the idea of a blacklist by them. I strongly suspect they will tell you why there is too high of a risk of lawsuits to make that approach practical.

But you can "ring alarm bells" without creating a blacklist of people.

• Tell your HR department what you know about this specific individual
• Explain to your HR department how they could catch this sort of action
• Strongly suggest that they incorporate real background checks into their process, such that false claims of employment can be detected and dealt with properly
• Suggest the kinds of open positions that would justify more technically in-depth interviews that are beyond the capabilities of your HR group, and how they might apply more depth to the process (by inviting you to help more often, for example)
• Find a way to spread the word about these interviewing and hiring mistakes in forums like stackexchange, a seminar, a blog, etc

Most people I know don't make extensive background checks, and in some places HR just has no way to conduct deep technical interviews, so I see how this guy could fool some company into hiring him

I guess we don't travel in the same circles.

Most companies where I have worked, and most that I know enough about to know their hiring practices, do a pretty good job of background checks, and don't make hiring decisions for technical folks based solely on non-technical HR interviews.

Perhaps you should talk to these people you know, and point out the problems you see - without creating a specific blacklist of individuals? You know - teach them how to fish, rather than giving them a fish to eat.