Dismissal: false information on his CV

During a job interview, the candidate must answer the questions you ask them in good faith.

The purpose of these questions must be to assess their suitability for the role on offer. The information requested must be directly relevant and necessary to the job.

They are not obliged to answer questions that are not relevant to the post.

A thorough reading of the CV and cover letter will help you ask the right questions.

Lying on one’s CV is not in itself grounds for dismissal. However, if the lie was a decisive factor in your decision to recruit a candidate, you may take legal action.

For example, if the person lies repeatedly about their professional experience, deliberately conceals the true nature of their professional situation, or fabricates a role at a competitor’s company knowing that this may facilitate their recruitment… Such fraudulent manoeuvres justify dismissal for serious misconduct, as the professional experience – which was, unfortunately, false – was a decisive factor in their recruitment.

Please note: In the event of a dispute, how can you prove that the professional experience – which was, unfortunately, false – was a decisive factor in your decision? It is best to record this in the recruitment report without mentioning anyone by name!