Category: News & Views

Employees caught lying about their qualifications or salaries on their CVs could be made to pay back their dishonestly-earned wages, following a landmark legal ruling.

Every HR professional will have encountered a job applicant who has stretched the truth on their CV. Perhaps they exaggerated their skillset, or told a white lie about a lengthy employment gap.

Then there is Jon Andrewes. In 2004, the former builder and probation officer landed the post of Chief Executive Officer of a hospice after claiming he had a PhD and an MBA. In reality, a Higher Education Certificate in Social Work was the highest qualification he actually held.

Now, following a major legal case over his wrongdoing, the Supreme Court has ruled that CV fraudsters like Andrewes can be subject to a confiscation order under the Proceeds of Crime Act. So if you pad out your CV, you could in theory be prosecuted for fraud and have to pay back a chunk of your salary.

Judges concluded that Andrewes had landed his chief exec role “by making a number of false or dishonestly inflated and misleading statements about his educational qualifications and experience in his application for that role. He remained employed in that role until 2015. According to the Supreme Court, during this time Andrewes was also appointed to two paid roles as a director and then Chair of the Torbay NHS Care Trust and as Chair of the Royal Cornwall NHS Hospital Trust. Despite his lies, the court heard that Andrewes “did a good job as CEO and was regularly appraised as either strong or outstanding”. But suspicions grew about his true qualifications, and his ruse was eventually foiled. He was prosecuted and pleaded guilty to three counts, including obtaining a pecuniary advantage by deception, contrary to the Theft Act 1968 and fraud by false representation under the Fraud Act 2006.

In 2017, Andrewes was exposed and convicted of fraud, jailed for two years and ordered to hand over all his remaining assets.

However, the confiscation order was overturned by the Court of Appeal two years ago when judges ruled he had given ‘full value’ for his salary in the jobs he did.

Now, half a decade after being rumbled, the Supreme Court has reimpose the financial penalty. As a result of the verdicts, Andrewes, who earned around £643,000 as a result of his CV fakery, must pay back £96,737.24.

The court wrote: “It was clear that he would not have been appointed had the truth about his education and job experience been known”.

What HR should know about the legal ruling

Alexandra Mizzi, Legal Director at Howard Kennedy, believes that the court’s decision opens the door for other employers to follow suit.

She said: “The Supreme Court has issued a stern reminder about the pitfalls of exaggerating your qualifications. An individual who dishonestly inflated his qualifications and experience in order to secure numerous roles, most notably as a CEO role at a hospice, has been prosecuted for fraud. Whilst prosecutions like this have previously been rare, with most employers opting for dismissal on the grounds of lying on a CV, this case could pave the way for employers taking greater action. The Supreme Court has issued a confiscation order, forcing the defendant to pay about £90,000 of the total £643,000 he earnt in the role, offsetting the pay that he would have received if he hadn’t lied about his qualifications.

“Some surveys suggest CV fraud has increased during the pandemic as people turned to online ‘diploma mills’ to boost their chances of a better job and then misrepresented the qualifications they had obtained. If this case is anything to go by you not only risk losing your job if found out, but also having to pay back some of your salary and the bigger the fib, the bigger the percentage the employer can claim.”

The bottom line of CV lies

Although the case of Jon Andrewes is an extreme one, research shows that he is not alone in embellishing his CV for career gain. A study from YouGov found that 10% of Brits admitted to having lied on their CV at some point in their careers.

The results show that, first and foremost, education and qualifications are the most likely parts of a CV to be embellished, with four in ten (40%) résumé embellishers having fibbed about this.

Other common CV lies included how long Brits had spent in a job (35%) and their level of experience (30%). People who worry about not sounding interesting enough in the “personal interests” section of their résumé should note that this too was a fairly common fabrication, with three in ten (29%) CV liars admitting to making up hobbies.

Career coach Matt Somers said: “Just don’t do it. Ever. Rather than wonder if you can get away with a small lie on this CV or that online application, just resolve never to lie. That way you’re never under pressure at an interview to remember what you lied about, interviews are stressful enough as it is!”

Unfortunately, making some false claims in the recruitment process may be a necessary evil for some.

HR Grapevine recently reported on the case of a UK worker who claimed he was rejected from more than 100 jobs before finally securing job interviews… after he began using a British-sounding name on his applications.

Thiago Carmo, a Brazilian man who lives in Scotland on a visa scheme, claimed he had unsuccessfully applied for more than 100 jobs, receiving nothing but automated rejection messages despite holding two degrees AND a Master’s. However, he reportedly received a wealth of interest from hiring firms once he started going by James Carr on his applications.

Carmo’s case highlights that the calls from the likes of Somers to ‘just don’t lie’ on your CV isn’t always practical – the current bog-standard hiring process means some jobseekers will instinctively feel the need to embellish or conceal parts of their CV in order to get noticed. But how can we change this?

We are delighted to announce that we have been shortlisted in the “Fast Growth Business” of the year category. The Business Masters Awards attract the most successful and inspirational companies, and independently judged, the Awards are a real celebration of business excellence.

Fast Growth Business category rewards outstanding growth by a business in the region over the past 12 months, as part of a sustainable strategy.

Fast Growth Business – Finalists
sponsored by Arc Business Interiors
Ask the Chameleon
Astute Recruitment
Brindle & Green
Panther Logistics
Talk Staff

We are looking forward to attending a pre-events drinks reception at The Alchemist, Nottingham on September 22^nd, where we will get to meet the other finalists and the awards sponsors.

Then, as finalists, we can’t wait to attend the award ceremony on Thursday 13th October at the Crowne Plaza, Nottingham. The evening will include keynote speakers, drinks reception, three-course dinner, entertainment, as well as the all-important Business Masters awards ceremony.

Good luck to all the finalists!

This is a ticket-only event, so if you fancy networking with finalists and sponsors, you can buy tickets from The Business Desk Website. https://businessmasters.uk/#eastmidlands

We are delighted to announce that Sarah Stevenson, one of our MD’s, has been shortlisted for Entrepreneur of the Year at East Midlands Chamber Business Awards 2022!

More than 150 organisations from across Derbyshire, Leicestershire and Nottinghamshire have been recognised in the 2022 edition of the annual awards, celebrating the region’s world-class businesses. Mazars are once again the principal sponsors.

The awards are split into three events for each county and feature 14 categories, ranging from Community Impact and Excellence in Collaboration to Excellence in Innovation and Commitment to People Development.

The Derbyshire award winners will be announced at the Gala Dinner on Friday 11th November at Reach at Riverside Court, Derby. The night is a great chance to network and get to know the other finalists and sponsors. It’s also a super opportunity for businesses to come together and celebrate everything they have achieved in the last year.

Awards night promises to be an evening to recognise the winners in each category, and applaud the wonderful local business communities that makes our East Midlands region so successful for entrepreneurs.

Finalists will now have a chance to state their case for winning at a virtual judging day in which they will be interviewed by a panel including sponsors, a Chamber board member and a representative from the Chamber’s senior leadership team.

We’re all keeping our fingers crossed for Sarah, but we wish the best of luck to all the finalists this year, who have all done amazingly well to be shortlisted!

Entrepreneur of the Year

This Award recognises the contribution of a dynamic, creative and visionary business leader. It seeks to define the qualities of successful entrepreneurship – from drive, ambition, vision and tenacity to inspirational leadership, creativity, inventiveness and confidence.

The finalists are:

• Sarah Stevenson, Astute Recruitment
• Vicky Critchley, Bam Boom Cloud
• Natalie Bamford, Colleague Box
• Jillian Thomas, Future Life Wealth Management
• Andy Ball, Great2

We are delighted to announce a new partnership with Future Forest Company, which will see us plant one tree with them for every placement we make!

This means that as a business we’re reducing our carbon footprint, doing our bit for the planet & helping to reduce global warming.

Future Forest Company will plant trees on their own land, guaranteeing that the tree will never be removed. All trees are looked after & cared for for 5 years after being planted to ensure they mature. The sites also include water areas and other natural habitats to encourage natural fauna and flora to thrive.

Our Astute trees are being planted on the Glenaros Estate on the Isle of Mull in Scotland, which Future Forest Company acquired in 2020. The hill ground on the estate provides the potential for creating a beautiful, healthy forest with the 2000 acre estate having the capacity to plant up to 1 million trees!

Sarah Stevenson, Managing Director here at Astute added:

“We’re on a tree planting mission here at Astute! Since being founded in 2009, the business is expanding rapidly and with that comes a lot of responsibility. We’re dedicated to supporting the world around us to make it a better place and that starts with the environment.

We recognise the importance of protecting habitats as deforestation is one of the biggest threats to the planet. Woods and trees are home to more wildlife than any other landscape, providing homes for thousands of different species including some of our most loved animals”

Some interesting research has revealed that over half of UK employees would consider quitting a poor paying job to pursue a pay rise.

Research from HireVue, found that 54% were considering moving on to a new role with better pay.

Their latest Candidate Experience Report also found that just under a quarter (21%) are planning to leave within the next six months.

The report surveyed more than 1,000 UK workers, exploring current attitudes to work and the workplace. Further findings included:

Lack of benefits, progression and flexible working are also driving resignations

In addition to pay, almost a third (31%) of employees stated poor benefits would be a reason to leave. Many businesses are looking to improve workplace benefits to help ease struggles, and also improve employee retention. Yet, as the smaller figure – in comparison to pay – businesses would be better off increasing pay brackets.

Almost a quarter (24%) of employees also suggested a lack of flexible working would play a part in choosing to leave their current employer. Over a quarter (26%) also referenced lack of progression as a reason to quit.

Richard Matthews, Head of Talent, Resourcing & Employee Relations, The Co-operative Bank commented: “The UK labour market has been in a huge state of flux over the last few years when you factor in the impacts of IR35 tax legislation, Brexit, Covid and the ‘Great Resignation’. Candidates have a huge amount of choice so if you don’t have a compelling employer brand, diverse attraction methods, the latest market insight and a seamless assessment and onboarding experience you will get left behind. Ensuring your hiring process is authentic and consistent with the reality of your organisation is key, otherwise you will see attrition increase.”

Darren Jaffrey, General Manager of EMEA & APAC at HireVue, said: “The combination of pay, progression, benefits and flexible working all play a part in helping businesses retain and recruit top talent. And for candidates, it’s clear they view these key areas as the main drivers to stay in roles. And rightly so.

“What’s interesting is that despite pay coming out on top as the leading factor for employees to quit, we’re still seeing businesses put more effort into other factors of the business. For example, ignoring soaring inflation and what truly matters – recognising their employees’ struggles and paying them fairly in this time of need.”

Demographic differences are also determining workplace satisfaction

The data revealed younger groups are more likely to change jobs based on company experience, with a fifth (20%) saying they would due to burnout, just 16% if they didn’t agree with the company vision, and over a tenth (14%) based on diversity and inclusion.

With the latest heatwave sweeping across Europe, people are looking for ways to stay cool – particularly while working from home. How are you coping with the summer heat?

Mary Maguire shares her tips on how employers can look after their teams and how to ‘Beat the Heat’.

☀️Have you seen more evidence of employees calling in sick?

Not in my company (air con offices 😊) but this is a valid point. How many workplaces can claim to have a comfortable, working environment for their team?

☀️What can employers do?
Ensure that there is a clear policy and process for all their staff to follow during the hot weather if they are poorly or need to WFH as with the rest of the year.

Ensure all employees have access to refreshments and are able to keep as cool as possible.

Offer regular breaks.

Let all employees know that the senior management team are constantly reviewing the situation.

Display a duty of care to those staff who HAVE to WFH too!

☀️Should bosses be accommodating and even say people can work from home as it’s so hot, etc?
If their usual working day is in an air – con office then no! Exception would be if schools close- obviously WFH/ flexibility should apply!

☀️zero tolerance policy to hot weather sickies?

Sickies are sickies whether in the midst of winter or in 90 degree sunny days. They’re ‘sudden’ absences. Employers still have businesses to run!
Employers need to apply a degree of common sense too and expect that there will be sudden annual leave requests that crop up.

Do you agree? 😊
Disagree? 😡
Have a different opinion?🤔

With the heatwave here for at least another week, something topical for a #wednesday

#wednesdaywisdom #heatwave #recruitmentlife

We were delighted to be joined last week by Charlotte Brake who is currently in the Sixth Form at Landau Forte College. She had phoned last year to ask if we would consider her for work experience, and already impressed with her confidence, we were pleased to help.

Charlotte was very keen to learn, and with a very friendly and positive attitude – she fitted in perfectly!

Work experience is a vital part of a young person’s learning experience, so it’s important for employers to give students a taste of work/office life.

We asked Charlotte to write about her experience:

What have you learnt on your experience?

Besides understanding the office environment better and getting to grips with different recruitment processes, I have also learnt a lot about different financial job roles, and what different employers in varying industries look for. This has given me a great insight to my future and gave me lots of different options to think about, whether it’s in recruitment, finance, or marketing.

What have you done?

I have shadowed work looking at senior roles for clients, including opportunities to get insights into what they want face to face over Microsoft Teams. I have also had more hands-on moments in several minor roles. This involved being given a vacancy and using different software and researching to find several candidates which I think may be suitable for the role. I was then able to review this with a consultant and get feedback on the work I had done.

What was the structure of your week?

Each day I had to arrive between 9 and 9:30am and left around 5pm. I was able to take an hour’s lunch when I liked around the middle of the day. At the beginning of the week, I got a tour of the office and Mary introduced me to everyone. Since then, each day has given me a new challenge and something to look forward to.

Since your placement, would you pursue a career in recruitment?

I would certainly consider a job in recruitment. The constant communication with clients and candidates really appeals, and I love the idea of helping people through the employment process with interviews and offers. Astute has really opened my eyes in this and the finance industry, and I can’t wait to benefit from the things I have learnt this week in the near future.

What has been your favourite thing about your week at Astute?

I have gotten expertise on editing my own CV, which has really helped me build my personal professional image. But mostly I have really enjoyed getting to know the people here, learning about how they got into recruitment, areas they specialise in and what they enjoy about their job. There is also not a day I haven’t laughed; such a welcoming work environment has been super enjoyable!

What would you recommend for someone else doing a work placement for Astute in the future?

I would just say enjoy! Make the most of the opportunities given to interact with real life professionals. Likewise using common computer systems, getting used to the office environment and experiencing the learning on the job approach. My key tip would be to take notes on things you learn so you can refer to them further on in your placement.

What was the initial process to get onto your placement like?

I rang up Astute at the end of November to enquire about a work experience week for the following year in July. I think my confidence to ring really helped me out in terms of securing a placement, by showing my eagerness to learn. I then followed up with Mary in January and June to ensure everything was still okay to go ahead and ask her to fill in the forms for my sixth form. Mary was great at communicating and gave me all the information I needed in order to prepare. Mary also gave me lots of confidence going into this new environment, which really helped to settle my nerves on the first day!

What has been your biggest take away from this week?

My biggest takeaway from my week here has definitely been if you work hard, you see results. Everyone’s work ethic here is so motivating, and the balance between professionalism and friendship is perfect. This is really reflected into each member of the team’s customer service and attention to clients, and from listening to this I have learnt the importance of passion for hard working, and attention to detail for clients needs and wants. I strongly believe that this will positively influence my future work ethic and attitude towards work.

Employers could face serious legal battles if they decide to cut pay for remote or hybrid staff, experts have warned.

The CIPD released figures this week which showed that as many as one in ten respondents plan to reduce pay and/or benefits for staff who work from home, while four percent said their firm had already done so.

But experts have warned any firms considering reducing compensation & benefits for remote and hybrid staff would raise serious ethical and legal questions, if the move is made purely on a cost-saving basis.

The survey of over 1000 senior decision makers by the CIPD, the professional body for HR and people development, found that the majority of employers who can offer hybrid working – a mix of workplace and home working – are embracing it.

More than three-quarters of respondents’ organisations (78%) allow hybrid working, through either formal or informal arrangements. Just 8% don’t, and 13% said it wasn’t generally applicable for their job or sector. Over half of respondents (54%) expect hybrid workers to be in the office for a minimum number of days either each week (43%) or each month (12%).

Two fifths (44%) said there were no minimum expectations to come in.

However, the research also indicated some resistance to home working from some areas, and while most employers (68%) don’t plan to make any changes to pay and/or benefits for hybrid workers, four percent of respondents said their organisation had reduced pay and/or benefits, and as many as one in ten (13%) said they plan to do so.

The legal risks

Donald MacKinnon, Group Legal Director at employment law and HR support firm WorkNest previously told HR Grapevine that this approach to home and flexible working could cause a number of issues for a business, some of which could also be classed as discrimination which can have severe consequences.

MacKinnon said: “If homeworking is being used by a woman because they have caring responsibilities or by a disabled person then arguably paying them a lower wage for working from home may be indirectly discriminatory.

“The employer would need to justify that lower pay is a legitimate and proportionate measure which might depend on whether the employer could show that an employee saves 20% of their wage by working from home.

“It could also raise equal pay issues if the same work is being carried out by a female home worker compared to a male office worker. It opens up questions around whether the two roles are comparable.”

MacKinnon concluded: “Ultimately a move such as this could leave an employer vulnerable to potential claims as well as it possibly having an overall negative impact on employee engagement.”