It’s no secret, that in this country of ours, there are more prospective employees out there than roles for them to fulfil. High unemployment rates often dominate South African statistics and the news, and so it is no surprise that, in order to get an edge in the job market, some prospective employees may fabricate their credentials, or even omit important information that would otherwise lower their chances of a successful application. Because of this, it is the responsibility of employers to ensure that they correctly investigate applicants, and have measures in place that are in line with the EEA to deal with dishonest applicants should they be employed.
What Dangers do Dishonest Applicants Pose to Your Business?
There are a number of risks associated with employing an individual who has fabricated information on their job application.
- Firstly, you need to be able to trust your workforce with sensitive information surrounding the processes and structure of your business. In the wrong hands, this information could result in a loss for you as your employee uses it for personal gain.
- If an employee was previously dismissed for negligence or malpractice, there is always the chance that they could repeat their actions under your employ.
- Should any attempts be made to dismiss the individual on the grounds of them having lied on their application, you will have to allocate time and resources to settling the dispute with the CCMA.
Means Through Which Applicants Fabricate their Details
There are a number of ways in which applicants may falsify the details on their applications, and they may include:
- Claiming qualifications and experience that they do not hold.
- Providing falsified references.
- Lying about or omitting information about the reasons for being terminated from their previous position.
- Lying about pregnancy or health status.
- Withholding information about criminal activities and convictions.
How can You Avoid or Combat Applicant Dishonesty?
In many instances, it is up to you to have adequate screening procedures when inspecting job applications. In many instances where disputes are taken up with the CCMA, employers are at a loss since they did not ask the right questions during the application and interview processes. Remember though that the law does not require applicants to give every detail about their lives, but only those that may legally affect their ability to be employed. Be sure to include questions that are similar to the following:
- Under which situation did the applicant leave their previous employment? Were they let go? If so, what was the reasoning for this?
- Ask about their criminal history.
- Are there any reasons why this person will be unable to complete the tasks assigned to their roles?
Contact Dreyer Engelbrecht Attorneys for Details
Of course, even with the most stringent measures and screening processes in place, dishonesty can still have an effect on your business. If you would like to know more about obtaining criminal and employment history screening services from trusted attorneys in Alberton, contact a representative from Dreyer Engelbrecht Attorneys Inc. or visit our website for details.
