In the job search process, it is a common phenomenon to embellish the resume moderately, partly out of the job seeker's self-presentation and marketing needs, which is usually understood by HR. However, once the embellishment of the resume goes beyond reasonable and even involves falsification of information, it touches the bottom line of integrity and professional ethics and is a serious issue that the company will not tolerate.

When the company finds that the resume of the employee is fraudulent, it shall take the following professional and systematic countermeasures:

01. Verify information and clarify facts

The company should first verify the key information in the employee's resume through reliable channels, such as former employers, education certification platforms and other third-party channels, to ensure that the problems found are accurate.

02. Check contracts and rules and regulations

Scrutinize employees' employment contracts and company rules and regulations, paying particular attention to the provisions regarding resume authenticity and fraud. These documents will provide a clear legal and corporate policy basis for subsequent processing.

03. Develop and implement processing policies

Formulate specific handling strategies according to laws, regulations, company rules and facts. This may include interviewing employees, asking them to explain and provide truthful information; Or according to the severity, consider rescinding the labor contract and other measures.

04. In-depth communication, comprehensive understanding

Before taking any action, the company should conduct in-depth communication with employees to explain the problems found and listen to their explanations and opinions. This helps companies get a fuller picture of the context of events and avoid misunderstandings and biases.

05. Assess legal risks and consequences

When dealing with such issues, the company should fully consider the possible legal risks involved. If an employee is explicitly required to provide true information during the recruitment process and is specified in the contract, the provision of false information may constitute a breach of contract. In addition, if the false information involves fraud or other illegal conduct, the company may be required to report it to the relevant authorities.

06. Optimize recruitment and on-boarding process

The incident of employee CV fraud has exposed the shortcomings of the company's recruitment and onboarding process, and the company should reflect on and optimize the relevant process. For example, background checks on candidates should be strengthened to ensure that the integrity of their resumes is fully understood before they are hired.

07. Strengthen training and awareness raising

The company should carry out regular training activities on integrity and professional ethics to increase the importance of providing truthful information to employees. At the same time, through internal publicity and education activities, to create an integrity-based corporate culture atmosphere. This helps to reduce the occurrence of similar incidents and maintain the reputation and image of the company.

In short, in the face of the problem of fraudulent resumes of employees after entry into the company, the company should take professional, systematic and legal countermeasures. In order to prevent the occurrence of similar incidents, the most important measure is to carry out rigorous induction and back transfer work for employees in the recruitment process, and timely prevention and control of employment risks.