Being less than honest on a CV has been a hot topic recently, but what about the failure to disclose important information such as the reason for a gap or being dismissed. A civil servant was found to have been fairly dismissed after it emerged that he had concealed a previous gross misconduct dismissal and a three-month employment gap when applying for a role with the Home Office. By failing to be clear about this employment history it was found that he had deliberately withheld relevant information. The Home Office’s application process also had a warning about the consequences of false or incomplete information.
For candidates, this a timely reminder that transparency matters. But for employers? The case shows the need to tighten up recruitment processes. Are you asking the right questions about employment history and reasons for leaving? Making expectations clear from the start and flagging the consequences of withholding information? Being robust at this stage can definitely save time, worry and deliberation if something surprising comes to light later in employment.
For candidates, this a timely reminder that transparency matters. But for employers? The case shows the need to tighten up recruitment processes. Are you asking the right questions about employment history and reasons for leaving? Making expectations clear from the start and flagging the consequences of withholding information? Being robust at this stage can definitely save time, worry and deliberation if something surprising comes to light later in employment.