problem: he lied about graduating and his degree on the resume. We don't verify education in the background check, and I really don't consider this to be a deal breaker; should I just let it slide?
Dear Gate Keeper,
I'm not sure I understand your question. Are you asking for advice or permission? Because I gotta be honest with you, this kind of behavior generally has one outcome: more of the same. It is worse than dishonest; it's sneaky and sleazy. And I'm not even talking about your friend yet.
The saddest thing about this question is that you seem so sincere in your desire to help. Wouldn't a dose of honesty help your friend (and you) even more? If he's got the skills for the job, why be complicit in the lie? If this is your company's business culture, then I feel sorry for you; if it isn't, you're playing with an insidious behavior that has the power to eat away at the foundation of what makes a good company great.
As a recruiter, you hold more influence over the business culture than just about anyone else in the picture. Be careful what you wish for, my friend - you just might get it.
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eir attempt to get closer to the company decision table. Context matters and throwing caution to the wind is compounded by using a War General like Hannibal as a source of wisdom for HR to adhere to. Unless your company is in a war zone, the last advice you want is from a War General who lost nearly half of his army, cavalry and herd of elephants because he decided, against the recommendations of his Field Generals, and chose to cross the Alps in winter. All of Hannibal’s brilliant maneuvers won for him many battles, but he lost the war and was eventually defeated and exiled by the Roman Army.
If HR has any value at all it is to protect an employer against decision making and actions that can bring calamity to the door. And if Legal, who also has the same mission of company preservation, discovers HR failed to brief them on a decision and action that brings the wolf to the door Legal would remove HR leadership for failing to due their duty.
You say, “There’s nothing wrong with Generals. I’ve served three types: good, better, and best.” Good for you but what does that have to do with Hannibal and bad and very bad Generals? Again, context matters here because there have been bad Generals throughout history with more to come. There’s Benedict Arnold and the high command of Generals complicit in Hitler’s orders to cleanse the German State, of Jews, and then to conquer the world? They almost made that happen. There is Mussolini, Idi Amin, Hitler, and Gaddafi--all ruled in their military uniforms to send the message that they were in command – and all of them commanded with an iron fist using fear and mayhem as motivation for allegiance. I’ve also served under good military leaders at the General Staff level, but that doesn’t take away from the fact that extremely bad Generals have existed and continue to show-up.
Finding a way and making a way can be dramatically different in terms of outcomes, particularly in military terms. Using Hannibal as inspiration for HR is a stretch. A “war room” in corporate America may have some similarities in project management and people management--but it is dramatically different than the “war room” at the Pentagon simply because the outcomes can be extreme, e.g., taking out terrorists, Hiroshima & Nagasaki, etc.…