Well said!

I could not concur more. As I was reading through each analysis and perception, I could not help but wonder how corrupt the business domain has become. Makes one wonder.

Absolutely!

I agree. Such behaviour from the HR tipper is a red flag.

Exactly. From my observations, PDs and job ads often distort the truth, so I think it’s fair to say that lying and manipulation occur on both sides of the table.

My neice is the Head of People and Culture for an international firm, having completed her HR degree. As far as I am concerned they’re a rendered useless bunch!!!

A thermometer has a degree too and you know where you can stick them? Most are void they don’t even know how to apply themselves to start with.

Unless you want to be a Doctor or lawyer etc, have a PHD, then most degrees are rendered void just money making machine for the
universities to keep the business rolling, that’s all they are these days.

I agree with your statement!

I agree 100%

In instances where they are technical roles, it is a no brainer, the employee needs to use equipments. Where the employee could not use the equipment, even when holding “tickets” it is very clear they could not remain in that role and needed to be communicated immediately.

In other instances, and there have been many, I use a heart centred approach. This means to handle the issue with fairness, integrity and empathy. Call a spade a spade, what happened and why in a private conversation, listening to the employee’s side of the story. People make mistakes, people have fears and pressures in getting a job, and perhaps they know the job and could do it effectively without the qualifications? Anything is possible.

There is a need to consider the impact on the team, organisational values, and any legal aspects and create a plan. This might reevaluating the employee’s role, providing growth opportunities, or implementing a corrective action plan.

The objective is to help the employee maintain their face whilst upholding the organisation’s integrity. This might be to remain in the organisation or not. There must be a resolution that fosters fairness, transparency, and personal/professional development that aims for a win-win solution that builds trust and encourages growth.