A reader writes:
I joined my current company last year and was recently promoted from my former position to managing another department. One of the team members in my new department expressed an interest in the role I was vacating. In the process of interviewing him for my old position, I discovered glaring errors on his resume. He has oversold his previous job experience, listed software and systems he has no actual knowledge of, and when questioned directly about some parts of his resume (education, previous positions), he couldn’t even come up with a very good lie.
When I asked him why he seemed to have some discrepancies on his resume, he shrugged and told him that his brother had helped him write it.
I already know this employee is not ranked very highly as a candidate for my previous position, but that means that he’ll be staying in my department. Do I address these lies on his resume? So far his work for the company is competent, if not particularly thrilling, and it’s not his fault that his previous manager didn’t catch these issues when she was interviewing him for his original position. I would not want to punish him for lying on his resume (because I don’t feel his lies directly affect the quality of his current work), but I do want him to understand that this isn’t acceptable. What’s the best way to go about this?
I answer this question — and four others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.
Other questions I’m answering there today include:
- I don’t want my boss to email my team when I’m out
- Company didn’t respond after I declined a job offer
- My manager wants to send me home when I walk with a cane
- Committing to a start date before the background check is done
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