You Caught Your Employee Lying. What Should You Do?

June 16th, 2016

There are many reasons an employee might choose to lie. Sometimes it is an unhealthy defense mechanism that kicks in when they feel threatened or afraid. Or they might want to manipulate the truth to make a situation appear different than it actually happened. As a manager, if you catch an employee in the act, how do you respond? Here are a few things to do when you find out an employee has been lying.

Follow your company protocol.

Your company should already have information spelled out in an employee handbook that deals with dishonesty on the job. If not, you should work with employment experts to ensure that there is a company protocol in place. When you discover an employee has lied, follow the requirements exactly to ensure that you are treating this employee and their co-workers fairly. Documenting everything and being transparent with all decisions will only help in the long term.

Gauge the extent of the lie.

The next step is to determine the severity of the lie. Falsifying records or recording incorrect hours to receive higher pay are very serious behaviors. However, there might be smaller issues or withholding information that may not affect the business or other individuals. It is important to know what you’re dealing with before you can determine the appropriate action.

Ignore or deflect a small lie.

You do have the right to ignore lies that are not harmful. This is entirely up to you and your corporate culture. Or, you can even deflect what was said by responding with accurate information. If you do this, your employee may not realize they were caught in a lie but rather that you didn’t know they were lying and corrected them.

Discipline a big lie.

However, if there may be cases when the lie isn’t something that can be swept under the rug. For example, you might find that a new employee lied on their resume. Or they may be taking credit for someone else’s work. Or, they may be falsifying documents that affect employment or a co-worker. Depending on the action, you will need to discipline the employee appropriately.

Confront the dishonest employee.

Lastly, you want to take care in the way you confront a dishonest employee. You should not confront them in front of an audience as that can escalate the issue and you don’t know how your other employees will view it. Instead, call them into a private meeting and talk to them about what you’ve found. Allow them to share their side of the story, but be cautious since they have already demonstrated they are willing to be dishonest when talking to you.

At Meador, our solutions help employers cut costs, improve workforce flexibility, and find top candidates for their unique needs. Contact a leader in staffing agencies in Austin TX today to get started!

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Keys to a Candidate Profile: What to Look for on Social Media

July 19th, 2013

So many companies are looking at social media profiles to determine the hireablity of a potential candidate. With this practice still deeply within a legal gray area, it is important to know what is okay to use for hiring criteria and how to apply the information to the process. Here are some ideas of what to look for on a public social media profile before making a hiring decision.

  1. Limit the red flags. Of course one of the reasons for reviewing social media is to look for potential red flags. There may be some things that do not fit within your company culture and values that will eliminate a candidate from the running, but try to leave the candidate’s personal life out of the decision making process. Instead, focus on the things that will make them a good candidate.
  2. See their personality. You may be able to determine from their public profiles whether or not their personality will be a fit with the rest of the members of your team. For example, if your team is very outdoor sports oriented and someone has photos of themselves on hikes and rafting trips, they may get along well with the rest of the department.
  3. Professional information not on their resume. Particularly with LinkedIn you may be able to assess some additional information that was not included on their resume. Are they part of organizations or groups that are part of your industry? Have they won awards or received certifications for their skills? This might provide additional insight on them as a candidate.
  4. Evaluate their communications skills. Are they professional, polite, and friendly in their public posts? Do you see a number of misspellings or grammatical errors? Seeing how someone writes when they are being casual can be a good indicator of how they communicate. Twitter is a good way to assess these skills since the 140 character limit means people have to be creative about their message.
  5. References and recommendations. Professional references can be hit or miss. Many companies have policies of not providing anything other than dates of employment. However, LinkedIn offers a referral platform that most candidates use effectively. Look at the recommendations from former co-workers, employers, or clients to see what they have to say about your potential new employee.

Do you want to know the best ways to use social media to pre-screen a candidate? If you are looking for employment agencies in Deer Park, contact the staffing experts at Meador today.